Leading Change: Strategies and Techniques for Successful Organizational Transformation
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Leading change can be draining. To improve our current situation, we must bring others along with us. However, they often seem rooted to their spots as if their lives depended on it.
Our brains are programmed to resist change as a survival mechanism – better the devil you know than the devil you don’t.
How can we effectively lead people through change? The answer lies in Alyssa’s story.
“The secret of change is to focus all of your energy not on fighting the old, but on building the new.” Socrates, Classical Greek Athenian philosopher
Alyssa was known for her calm demeanor and sharp strategic mind. When appointed head of a function at a mid-sized firm, she knew she was stepping into challenging territory. The company struggled with outdated systems, regulatory concerns, and high employee turnover.
Alyssa’s first step was to assess her organization’s current state. She hosted a series of meetings to listen to people’s concerns and suggestions. These sessions were eye-opening. She discovered inefficiencies in processes, communication breakdowns, and a lack of collaboration (unintentionally) to achieve the company’s goals.
Armed with this information, Alyssa formulated a comprehensive change strategy. She prioritized three primary areas: technology modernization, cultural revitalization, and organizational realignment to increase collaboration.
Alyssa knew her goals required significant changes in people’s priorities, work methodologies, and how they interacted with each other. She focused on three aspects to bring people with her on this journey.
“The price of doing the same old thing is far higher than the price of change.” Bill Clinton, President of the United States from 1993 to 2001
First, she created a compelling vision, mission, and strategy that resonated with her team. The goal was to give people a North Star, a purpose to pursue, and a reason to bring their best, authentic selves to work every day.
Second, Alyssa established communication and training routines to allow people to voice their opinions and ideas, be informed of progress and future plans, and learn the new technology early on.
Third, she led people to focus on priorities by determining what needed to be added, removed, and kept on their task and project lists. This enabled team members to use their talent and time on key goals rather than busy work.
“Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.” Sydney J. Harris, American journalist
Of course, she found resistance. It is impossible to make everyone happy, and not everyone embraces change at the same pace. Patience, communication, and consistency are key when leading people through change.
Alyssa tackled resistance by maintaining open communication and being transparent about the reasons behind each decision. She held regular Q&A sessions, patiently addressing concerns and explaining the benefits of the changes.
Slowly but surely, her efforts began to bear fruit. The new technology streamlined operations, boosting productivity, and reducing costs. The cultural initiatives started to break down silos, encouraging collaboration and innovation.
Alyssa’s leadership was instrumental in this transformation. Her approach was rooted in empathy, transparency, and inclusiveness. She led by example, showing she was not just a figurehead but a part of the team, willing to roll up her sleeves and work alongside her colleagues.
The journey was far from over, but with a solid foundation in place and a reinvigorated team, Alyssa was confident that the best was yet to come.
One more thing before you go
To survive, our brains are programmed to resist change. In the wilderness the risk of venturing into unfamiliar places or accepting strangers into our tribe was the difference between life and death.
Fortunately, we have the power to override this programming and embrace change. Whatever is on the other side is or can be converted into a gift and opportunity.
When leading improvement or transformation initiatives, prioritize what needs change; there is only so much we can humanly manage. Avoid the temptation to change everything at once. Instead, focus on the key few items that would yield the most results. Alyssa targeted three areas from the many she had on her list.
As you lead others through change, be patient, communicate often, and maintain consistency. Not everyone will embrace or adopt change at the same pace as you. Acknowledge, validate, and address their concerns to the best of your ability and knowledge. Help them override the code in their brains that says (in a robotic voice) “danger, danger, danger!” so they can also enjoy the gift on the other side.
How do you approach leading change? Please, let us know in the comments.
As a leadership coach, I enable talent to achieve bold goals with high standards. My mission is to empower underrepresented women in the financial industry transition from mid to senior level leadership positions using mental fitness to achieve peak performance, peace of mind, and healthier relationships.