Whether you're overseeing a multinational workforce or a small mom-and-pop shop, the business landscape is constantly changing.
From the challenges of remote work to the need for new strategies to improve employee output, businesses must be able to adapt to change.
However, change can be difficult, especially for employees who are used to doing things the same way.
As a leader, it's important to be able to help your team overcome resistance to change and embrace new ways of working.
In this guide, we discuss three actionable steps to lead your team through organizational change.
Step #1: Know Your Strategy
The first step toward leading your team through change is to know your strategy.
As a business leader, you can’t expect your team to strive towards company goals if you, being the most critical person, don’t have a clear plan.
Develop a solid strategy for achieving the change you want before presenting the idea to your team.
To do this, you can:
- Make an organizational chart
- Identify timelines, listing the dates you expect the change to take place
- Define the steps your company will be taking to enact such change
- Decide on your short- and long-term goals
Here are some questions to ask yourself:
- What is the desired outcome of the change?
- What are the specific steps involved in the change?
- Who are the key stakeholders involved in the change?
- What are the potential risks and challenges of the change?
- How will you measure the success of the change?
When you’re confident in your strategy, your team will follow your lead and adapt as the roadmap is clear.
Step #2: Start With A Few Trusted Team Members
Overcoming resistance to organizational changes may not happen in a day, so it’s a good idea to start with a few employees you know will be open-minded and eager for progress.
Consider this group as your initial leadership team. They will play a crucial part in helping you bring the rest of your team on board, increasing management trust, and tackling any adversity.
Furthermore, you can even designate a “point person” to handle employee concerns — a crucial step for ensuring the rest of the team doesn’t feel undervalued.
Step #3: Introduce Your Vision
The above two steps were more of preparation, which leads up to the most exciting step of the process: introducing your vision to your team.
How you approach this is crucial, as a sloppy execution can leave your employees confused and discouraged rather than energized to pursue a new direction.
To optimize your strategy, be sure you:
- Include concise, clear instructions
- Define the results you wish to see
- Outline your primary priorities
- Paint a detailed vision of your desired outcomes
- Actively listen to any concerns
To wrap up:
Tackling resistance to change isn’t a one-person job. If you remain actively involved with your team each step of the way, you’ll be able to lead them through any form of change imaginable.
Follow the three steps above and you’ll be on your way to seeing success.
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