Never ending change
We all know change is the new normal. No longer can we rest on our laurels thinking the change process is complete. No sooner have we completed one piece of change when another is handed on to us or imposed. It is never ending…
How can you make change stick and continue to move forward?
The answer, in my view, is simple but it’s not easy… Engage people. By this I mean truly engage with your team. Don’t rely on the corporate blanket communications that go out. Take some time to follow up and find out what people really think and feel and support them in whatever way you can.
However, before you do any of this check in with yourself.
Start with you
Engagement as a leader starts with you and your own mindset. How do you feel about change?
- Do you have an open mind?
- Do you know where your own resistance lies?
- Do you whole-heartedly accept responsibility for leading your own team through any change process?
- Are you willing to listen and hear other people’s ideas?
If you are resistant or uncomfortable in any way your team and those around you will pick it up, so don’t try and hide it. Do be prepared to ask for help. That help might be from someone who can assist you in understanding the change more fully or in understanding your own resistance and how to overcome it.
Engage others
I’ve already mentioned briefly the communication elements that need to be ongoing. If appropriate make it a regular agenda item in your team meetings or one to ones.
AND engagement goes beyond communication. It requires an investment of time to connect with others.
Where you can, involve a cross section of people in managing the change themselves, and by cross section I mean different levels with in the organisation. All too often I’ve seen change teams be lead by senior managers with no involvement from people lower down the organisation.
Involving a cross section and cross-functional mix of employees can generate a plethora of ideas and a team of fantastic ambassadors. They can also provide fabulous information on the current mood and questions being raised by their peers.
When I’ve done this in the past a much more dynamic change team has formed with great learning opportunities for all and a broader understanding of the opportunities and challenges. Confidentiality is rarely an issue.
Where appropriate involve others in generating ideas either through workshops or focus groups and remember to feedback to them after the event. Encourage everyone to take some personal responsibility for identifying possible solutions and taking action. People lower down the chain will very easily point out all the problems and when asked can often come up with ways of overcoming them.
Identifying Opportunities
The suggestions above are not meant to be exhaustive, just some ideas to get you thinking about your own area. Where might there be opportunities for greater involvement in your organisation? Where could you be a better change enabler yourself?
‘All employees have an innate desire to contribute to something bigger than themselves.”
Jag Randhawa
