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Customized Approach
For change to be successful, it needs to be tailored to the individual by building out a “what’s in it for me” approach:
- Identify different types of stakeholders based on how the change impacts them.
- Determine unique resistance for each stakeholder group and an appropriate mitigation plan for each resistance point.
- Develop a communications plan per stakeholder group (medium, frequency, messenger).
- Create a training plan per each stakeholder group (content, medium, instructor).
The change team themselves may be a group, as are senior leaders, people leaders, and HR.
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Key People in Key Roles
People need to trust who is leading the change to help understand the reason for change and trust that they will be successful. The following people are needed:
- Senior leaders who support change
- An actual change team with training in change management
- Someone managing t...
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Have a Culture That Can Absorb the Change
- Culture is an evolving creature, and the aspects of culture to look for are:
- No change saturation (there isn’t too much already occurring)
- People feel empowered. That is, people can either adopt the change when they want, they are involved from the onset, and/or they can voic...
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Over-Communicate
It is essential that communication happens in two ways. That is, there is top-down communication but also bottom-up feedback. To make this happen:
- Default communication to live discussion (e.g. face-to-face)
- Communicate frequently and consistently
- Ensure you talk to the...
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Leading With Change
- Having a culture that can absorb change is essential in leadership.
- People need to trust who is leading the change to help understand the reason for it and trust that they will be successful.
- For change to be successful, top-down communication and bottom-up feedback are al...
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