The best way to change
The best way to change
It’s a little-known fact that change and transformation initiatives are more likely to fail than succeed1. Yet the organisations that persist with change are the most effective. Looking beyond the numbers to the humans in the system, change can be a hugely emotional topic for many teams, and we can all recognise when change is poorly done.
Sometimes change can land on you and your team from on high – you’ve been dropped in it by the Big Boss, or you’re given the unenviable role of delivering a change that may as well have been mandated from Mars. Either way, you feel unprepared.
Even if you feel super confident in presenting or talking through their expectations with others, it can feel like once the news is out, it gets twisted in every direction through gossip or rumour. Some people may know what’s happening before others, and position themselves for power play.
Then there’s the utter loss of productivity, both in terms of the time taken out to deliver the message – all the conversations people have behind closed doors to chew over the news – and all of the time spent putting out fires. It feels like no one is getting any work done.
At worst, you can end up with a frustrated and disenchanted team, evident through the silent resignation of people who no longer offer as much as they previously did or are looking for other jobs that are better paid and cause less stress, or through an increase in sick leave.
On the flip side, change managed well can not only deliver expected outcomes on time and on budget, but with careful design, it can build engagement and satisfaction among customers, build loyalty and ownership among team members and reinforce your status as a good leader.
Pause to reflect
Set a stopwatch for 25 minutes (your phone will do that) and close the door. Grab a piece of paper and start to record times when change has gone well and when it’s been poorly managed.
What would you see as the factors? Is it in the messaging? The pace of change? What’s the level of preparation and engagement in the transition? Now think about which elements you can and should influence in the change you’re about to embark on.
Next, consider how you felt and how that varied each time. Write out your emotions or even your reactions. You’ll be surprised how easily the pen will flow if you give yourself the space.