THE ROLE OF LEADERS AROUND CHANGE
It’s been said that change is the only constant that we have in life. If this is so, then why is it so difficult to embrace? I don’t know about you, but at least for me, I find that to be the case. Personally, I believe it’s because I like to be ‘in control’ of everything. Though it’s clear to me that the only things I really control are my decisions and actions, it’s much easier to say than do! The fact of the matter is that change is always around us. It’s unavoidable. We can choose to be positive about how we handle change or we can become victims.
As leaders, it is our responsibility to help our employees deal with and work through change. Some of the keys to successful change lie in providing our people with the proper support, tools, and time they need so they can adapt, progress and eventually embrace change with a healthy and positive perspective. It’s NOT ‘rocket science’ and essentially, we need simply ask ourselves what we, ourselves would need to have in order to cope with change better. Here are some key things to keep in mind:
- Communicate ‘What’s changing and Why’ and Integrate throughout ALL Levels of the Organization
Don’t stop at the company-wide email. It’s important, but only the FIRST step in communication.
In times of change, EVERYONE has questions. Unanswered questions lead to assumptions. Assumptions lead to negativity and rumors. Company-wide emails can’t answer these more specific questions. That’s where it’s essential that Directors and Managers have Q&A sessions with their teams once company-wide communications have been sent out. This process allows people to ask more specific questions and better understand the impact to them, their peers, their team, their department, etc.
Until these questions are fundamentally answered, there is high likelihood that there will be ‘change resistance’ somewhere within the system.
- Determine the ‘Support Structures’ Needed by our People and Provide Them
Keep the ‘communication train’ going by encouraging an open door policy to let our team(s) know we’re accessible and willing to listen. Reinforce this open door policy by reaching out and asking our people what
we can do to provide the support that they need to adjust. Check in often. Keep on checking in until the actual transition completes itself.
This kind of ‘openness’ and tailored approach creates a personal connection that will help accelerate acceptance of change, and hopefully, create a domino effect of acceptance across the organization.
- Provide a Clear Road Map or At Least Clear Sense of Direction and Timeline
This step creates a ‘light at the end of the tunnel’ which is critical to employee morale and productivity. People can actually strengthen their bonds through change but need a clear sense of direction, focus and timeline around change in order to do so. Though it can be difficult to ‘pin down’ exact timelines at times, at least provide a clear sense of direction with set goals. This will help provide the sense of purpose and also allow our employees to properly plan and do the ‘mental’ work necessary to develop the discipline, attitude and actual steps they need to take to adjust when change occurs.
- Take Time to Celebrate the Milestones that Occur During Change
Break down the change into mini-milestones . . . and then take time to celebrate the achievement of each and every one of them!
This practice reverses the tendency to only focus on what we are losing and places it on what we are gaining through change. Help our people focus on what they are ‘gaining’ by actually taking time to celebrate the little ‘wins’ along the way that lead to more value and meaning for all involved. Examine the above and determine where we can be better and make a choice to take action.
Rubi
