Four Secrets to Leading Change
In any and every aspect of life, change is inevitable. Our environment and culture is ever-evolving, and will forever be. Instead of resisting change, it is better you get ahead of it before it consumes you. Here are 4 secrets to lead an organization through change:
First, get your own "head" in the right place. It doesn't benefit anyone you are attempting to lead if you are not equipped for the change yourself. Understand why you need to change. What's the reason -business case- for the change? Where are we going and what's the gap? Understand your vision and work from there.
The next step is to truly engage with those individuals who will be impacted. Refrain from telling your team what to do, but rather, guide them into a better understanding of what it may look like to not change, as well as the positive opportunities associated with changing. Entice your team with specifics on the benefits of change and ensure that they understand what's in it for them. After all, the better the engagement you have with your team, the less resistance there will be as a result.
Additionally, develop a plan for implementation with stakeholders and informal leaders contributing, or perhaps, developing critical elements of the plan for change. Since there will be new faces brought onto projects, ensure that your expanded team can be integrated and work together towards the same vision. Align incentives to the plan in regards to business and behavior outcomes. Some may think this takes too long. The reality is you save time on the implementation.
Lastly, lead the plan roll out by strategically measuring the progress made in both business and behavior outcomes. Find and recognize all of the successes, including small and large contributions, for all of those collaborative steps are working towards the overall vision. Additionally, communicate communicate communicate. The stronger the line of communication is with any and everyone on the team, the smoother and more successful the outcome will be.
With this process you can create the right balance between speed and effectiveness in regards to change implementation. Through these steps you can gain the most from your leadership, as well as capture the most value for the organization itself. Again, change is inevitable and in order to brace your organization for the impacts of change, the leaders role is to help your employees with the insights for why change and the understanding for how to change.
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