Do you like the way things have always been done? Can your team see no reason to change? If so, you’re in danger of undermining the success of your organisation and falling behind in a highly competitive and fast-moving landscape. 

Why is change so challenging? 

  • Resisting change is a very human reaction. Our fear of the unknown is one of the most significant barriers to achieving successful change. Change brings uncertainty and anxiety – especially when ‘safe’ routines and ways of doing things are under threat. The prospect of change can also result in individuals feeling personally threatened and unsafe in their roles. This is why the start of any change process is always a dangerous time: people can disengage and resist and may even refuse to implement change or try to sabotage it. 
  • Poor communications can derail plans for change from the very start of the process. Red flags here include inadequate explanations; no reasons given for the change; not listening to concerns; some teams and individuals excluded from the communication process; inappropriate communication channels and inconsistent messaging. 
  • Lack of leadership skills can result in the process of change and innovation losing momentum and direction. For change to be successful, leaders must be able to inspire buy-in, provide a clear vision for change and consistently model the new processes and behaviours they want the team to adopt. 

What is change management? 

Successful change management is about much more than introducing new technology and different processes and procedures; crucially, it’s about bringing your team along with you by helping to transition them to new ways of thinking and working. 

Seven top tips for successful change management 

  1. Make a comprehensive plan of the changes you need to make. This should include an assessment of the current situation; the objectives; timelines; any training required; and a complete list of those who need to be involved. 
  2. Take a people-centred approach: involve everyone who will be affected, seek their feedback, maintain an open door policy and acknowledge that change can be an emotionally stressful time. 
  3. Emphasise the purpose of the changes and the overall benefits – both for the organisation and for the individuals working for it. 
  4. Put in place a comprehensive communication plan from the start including frequency and channels. Taking a consistent approach to keeping everyone informed will help to build trust and calm fears. 
  5. Identify key stakeholders and make sure they are actively involved in implementing the changes. Taking on board their knowledge and insights will help to ensure their support and they will be more likely to ‘own’ and champion the changes among the team. 
  6. Celebrate small wins along the way as well as the final success of the change project. This helps build momentum and ensures team members feel recognised and rewarded for their efforts. 
  7. Make sure the changes are embedded into your organisation’s culture. Do this by monitoring progress, listening and responding to feedback and making any necessary adjustments to ensure long-term success. 

You may find useful 

Are you looking to enhance your management and communication skills as you approach a period of change? Our Managing Change and Innovation course will reveal how to identify opportunities for positive change and then gain support and buy-in from everyone in the team. This course focuses on the human aspects of change and innovation, including how to communicate change in a way that overcomes barriers and resistance and leads to success. 

Find out more: 

Seven project management pitfalls to avoid (and how to get it right). 

Discover five ways to elevate your emotional intelligence. 

Nice manager or kind manager: which should you be?Â