In the last few days I have had several conversations with existing and prospective clients on the challenges their organizations are facing, particularly as they undergo significant change.\u00a0 A common theme is that, regardless of industry, the needs and expectations of employees are often overlooked during the change progress. It\u2019s not until late in the game that organizational leaders implement communication protocols, conduct focus group discussion and host town hall meetings.<\/p>\n
While the \u2018science\u2019 of change management is required for success, the \u2018art\u2019 comes from knowing when and how to engage employees in the change process to ensure high levels of engagement and adoption.<\/p>\n
It doesn\u2019t matter if you are a senior leader or a front line colleague, everyone, at some level, resists change.\u00a0 It\u2019s natural and normal.\u00a0 Assuming that employees should be eager welcome all changes is unrealistic.\u00a0 Even changes that we want to make (think of all your new year\u2019s resolution) are still incredibility difficult to execute and maintain.\u00a0 Why?\u00a0 Because we must go through 3 stages before we can adopt change.<\/p>\n
Stage 1 \u2013 Undoing:<\/strong><\/p>\n This stage involves letting go of the old way of doing things or our old identity. This can create a sense of loss from attachments we have or routines we have followed.\u00a0 Losing what was certain and stable is hard even when change is for the better.\u00a0 There must be a strong motivation for change by employees, coupled with clear communication regarding the vision for the future.<\/p>\n Stage 2 \u2013 Learning:<\/strong><\/p>\n At this stage, we must learn new concepts or new ways of doing things. This happens through trial and error.\u00a0 At this point we are \u2018in between\u2019 fully letting go of our old habits and adopting a new way.\u00a0 Employees require at this stage strong role models that demonstrate the new behaviours, attitudes and tasks.<\/p>\n Stage 3 \u2013 Locking In:<\/strong><\/p>\n The final stage that we go through during change is locking in and internalizing the new concepts, behaviours or actions so that change can be solidified. It\u2019s a time of new beginnings by adopting a new way of doing things.\u00a0 At this stage, it is important that employees attach a sense of purpose to what they are doing so that the change can be successful.<\/p>\n Based on these stages, leaders should assume that there will initially be resistance to change.\u00a0 That\u2019s a normal part of the process.\u00a0 The reason change initiatives fail is because leadership don\u2019t effectively support their teams through the undoing, learning and locking in stages. To be an effective leader, you need to be able to recognize at what stage employees are at, if they are stuck, and help them\u00a0 move through the process.\u00a0 All employees must full reach the locking in stage to ensure the change takes root.<\/p>\n As leaders often we are asked to implement changes when we haven\u2019t yet fully internalized the changes ourselves.\u00a0 We might still be working through the undoing stage or figuring out in the learning stage how we need to adapt.\u00a0 This makes it a challenge to champion the change and to effectively lead employees to full acceptance and adoption.\u00a0 The best ways to effectively implement a change is to focus on communication and support, which includes the following actions:<\/p>\n Communicating:<\/p>\n Supporting:<\/p>\n Keep in mind that, in a multigenerational workforce, each generation will exhibit different reactions to the change process.\u00a0 While there can be strong resisters to change from all four generations, you will be most successful if you can tailor your message to each generation\u2019s values and expectations.\u00a0\u00a0 For example:<\/p>\n Improving Engagement in the Change Management Process In the last few days I have had several conversations with existing and prospective clients on the challenges their organizations are facing, particularly as they undergo significant change.\u00a0 A common theme is that, … Continue reading Effectively Implementing Change<\/h3>\n
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