5 Essential Steps for Leading Organizational Change
June 17, 2016 | Written by Sree Ravela
Photo courtesy of Unsplash
The only organizations that will survive and flourish are those that respond to the changes around them. During the COVID-19 pandemic, the corporate world witnessed how so many celebrated companies vanished when they failed to respond to the changes around them quickly and implement changes efficiently.
While there are good business reasons for changes in the workplace, employees frequently feel threatened by various organizational changes. Most employees worry more about the problems that changes might bring to them than the actual change itself. And fear often leads to resistance and subsequently, unintended consequences.
As leaders, we all are expected to respond to and also be the champions for changes. Here are five essential steps that successful leaders follow to spearhead organizational changes.
1. Plan for the change.
Proper and careful planning will pave the way for successful implementation. Make sure that your planning includes:
Establishing a framework for change
Identifying key stakeholders, a detailed communication planning the right time to implement, roll back plans, etc.
Clearly spelling out success criteria and how you measure it
2. Socialize the proposed change.
In this step, the focus should be more on communication, collection, and analysis of dissenting opinions from the stakeholders. There is a great book by Simon Sinek, called ”Start with Why: How Great Leaders Inspire Everyone to Take Action,” which I highly recommend checking out.
Package the message so the stakeholders clearly understand the why behind the change.
Explain why status quo is not an option.
Always make sure to listen to the voices of your employees.
Kill the rumor mills at an early stage with clear and timely communications.
Depending on how large the impact of the change is, encourage sub-group discussions.
Motivate your teams so they accept the proposed change.
Gain alignment with key stakeholders.
3. Build a team.
Leaders must build a team of Change Champions. Teams should comprise of the following aspects:
Representation from different levels
Trained and empowered with appropriate tools
The belief in their leader’s vision
Clarity on the outcome of change
Roles clearly understood
Ability to identify and remove the majority of barriers by themselves
Ultimately, leadership should be available to provide guidance and to remove difficult barriers.
4. Implement the change.
Take action while maintaining clear focus of outcomes:
Verify the checklist to ensure all essential items are taken care of.
Implement the change based on the identified plan.
Keep a close eye on how the implemented change is yielding intended results.
Be ready to address any unintended consequences quickly.
Manage transitions very carefully (I highly recommend checking out ”Managing Transitions: Making the Most of Change” by William Bridges.)
5. Evaluate effectiveness.
Depending on the type of change, sometimes implemented changes may not show immediate effects, whether positive or otherwise. However, as a change initiator, always make sure to follow up and evaluate the effectiveness of the implemented changes.
Successful leaders drive organizational change through meticulous planning, establishing frameworks, identifying stakeholders, and defining clear success criteria. They effectively socialize the proposed changes by communicating the underlying reasons, addressing concerns, and aligning with key stakeholders. To execute the change, these leaders assemble diverse teams of champions, implement changes with careful oversight, and continuously evaluate the effectiveness of their initiatives. Now, I invite you to share your experiences leading or responding to your organizational changes.