How to Implement Change When Managing Leadership
Change is a necessity that enables organizations to survive the ebbs and flows of business. Like any organizational activity, implementing change requires a blend of good leadership skills, fluid communication and awareness. As you can imagine, change is hardly an easy management task and requires every tool in your leadership toolbox. Starting with an implementation plan and a clear understanding of your objectives, you can shepherd positive changes at your organization that not only realize your vision but also support the best interests of your staff.
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Things You'll Need
- Desired changes
- Realistic implementation plan
- Communication process
- Change agents
Instructions
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Focus on your change objectives but remain mindful of the unanticipated or unexpected. Incorporate into your change implementation plan activities to stay aware and minimize the possibilities for unanticipated situations, such as staff strikes, loss of a key staff member or group resistance. Activities can include internal marketing, a pilot of the change and succession planning.
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Keep staff in the loop and clearly communicate the desired changes. Getting your staff thinking about the changes and involved early in the change process will help minimize overall staff resistance, costly objections to performance and interference with your goals. Straightforward and clear communication regarding the planned changes helps your staff buy-in to your vision, which leads to a shared vision, according to D Hutton. (Reference #3)
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Encourage candid staff feedback and suggestions. Remember, your staff will be more receptive to change if they have a voice. Give your staff that voice and listen to what they have to contribute. James Hoopes, author of "False Prophets: The Gurus Who Created Modern Management and Why their Ideas are Bad for Business Today", says integrating feedback and suggestions without forfeiting your goals is a potent way you can proceed successfully toward implementing change. (Reference #1)
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Empower your staff during the change process. Identify who from your staff can effect positive change and make them change agents for the organization. Give staff distinct roles to help implement the changes and engage action teams led by change agents with specific change activities. Integrating efforts and interests allows you and your staff to work together in an environment of empowerment and involvement toward change.
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Implement the changes using the collaborative efforts of your change agents, key managers and staff. Ensure that the activities follow your implementation plan through frequent change progress reviews. Stay flexible with your plan as unanticipated situations occur, but never lose focus of your change objectives.
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Implement a feedback loop during and after implementing change. Never underestimate the power or importance of your staff, according to WinstonBrill. (Reference #2). A feedback loop should involve your staff from will every level of the organization and can help you quickly gauge your change process successes and persisting obstacles as well as the necessity for other changes.
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Tips & Warnings
Listen to others and be receptive to everyone's personal examples and experiences.
Lead change initiatives by setting an example.
Maintain high ethical standards to develop an ideal platform for staff trust and respect.
Changing too much too fast will exacerbate staff discomfort and resistance.
Unsubstantiated changes risk staff support and your reputation.
References
Resources
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