Leading Change in Your Organization

Change is constant. Nothing remains the same forever. What worked in the past might not work today. Why? Because the market and environment have changed. If you’re leading change in your organization, here are a few ideas for you to consider that can help your change be easier to manage and succeed.

1. Recognize the problems for what they are. Today’s problems are actually a result of yesterday decisions and actions. Those decisions, good or bad, might not have been the best decisions. Remember the old system in place contributed to the problems you see today, and those problems are symptoms of a broader issue. Use the issues created by the old system as a launching point to change the system into something new.
2. Set a marker. When you’re leading change, set a specific point in time, an event, that signifies the end of the old system and the beginning of the new. Mark it as a point of no return. You’ve crossed the Rubicon, and there is no going back. Share with everyone in the organization so they will understand and accept the change as a permanent event.
3. Complaints will occur. Listen to them. People will complain and murmur about the change. Some might wish for the old system and predict the new system won’t work. Take some time to listen to their concerns. Show that you are interested in them as people and their concerns have validity. Many times you’ll discover they are afraid and uncomfortable with change and want to be heard and understood. Once they understand their fears have been recognized, work with them to adjust to the new system. They will be more open to the new ideas and likely go along with the change.
4. Provide access to the decision makers. Change implementation will require people. They will be the ones who do the change. Make your decision makers accessible to those implementing the change so that feedback can be received quickly. Feedback isn’t complaining. Feedback is the revelation of the blind-spots you have while designing change. I know it’s natural to resist being accessible because you don’t want to listen to complaints. I would suggest establishing rules for the access. Something like, “Come with a problem and bring two solutions. Use data to support your points.” As a leader of change, you’ll want problems brought to your attention so you can make the change effective.
5. Pace your change properly. Quick change has a harder time sticking. Make certain you time your change properly so that you maximize it’s sticking effect. One method of timing your change to is telling people that a change is coming when to expect it. Take it as slowly as necessary for your people and as fast as necessary for your customers.