Leading through change

“People are very open-minded about new things, as long as they're exactly like the old ones.” —Charles F. Kettering

One of the greatest challenges you will have in your career is leading people through change.

We live in a world of constant change. Driven with such speed by technology in our digitally connected world, it can be hard to keep up. It is both a difficult and exhilarating time, with the possibilities endless.

What has not altered over the years is our general dislike for change. How often have you either heard others or even commented yourself, that it's working okay, so why do we have to change that?

There are published change curves outlining emotions experienced. There are theoretical studies and there are change experts that can be employed. The significant amount of information and consulting support available, indicates the enormity of the challenge. It has been broadly documented that approximately 70% of change initiatives fail. Not surprising businesses struggle to embed new strategy when major change is required. My own experience has made it clear to me, there is no perfect way to lead through change. There are however, a number of important areas you can focus on, which will make a difference.

Throughout your career you are going to be the receiver of change and you are going to be the deliverer of change to others. As a leader, most often in parallel. You may have something imposed on you, which you are not at all happy about. Regardless of how you feel, you are going to need to also lead your team through this.

Your team will be watching you and how you react. You have to be authentic however there is a balance in separating your personal feelings. I have observed good and bad delivery of big messages over the years and have watched groups of people immediately shape their view.

Your language, delivery, and setting the way forward, will either start the change journey for your people at this point, or make it a whole lot harder for everyone.

As you will note, these focus areas all relate to communication, whether body language, action or verbal. Communicating well is the single most important thing you will do.

In this post I am primarily talking to change in the context of business evolution and a different path forward. A business restructure and downsizing needs to be managed very carefully and will generally be led by the business HR team.

In a large company you will be armed with scripted notes and information to deliver to your teams. The difference will be how you manage from here.

Key focus areas and questions to ask yourself; 1. What is my messaging?

• The bigger picture The "why?" and story line. Understand what this is so you can connect what it means and deliver that authentic, informed message. Not reading from a script.
  

• Manage the language you use Your people are looking to you and will mirror your words. You can be vulnerable however your language is important eg. "This is terrible" vs "this is going to be hard/challenging" "I don't know what to do" vs "I am going to need you to help me solve some of this"
  

2. How will I connect the team to be part of the change?

• The impact What does this actually mean to individuals and teams – break it down. What is the opportunity and benefit coming from the change (this goes to the story line) If the change means embracing technology, innovation or a more agile environment, this is exciting and will create opportunity.
  

• Be creative Bring the team together and have some fun with this if you can. Create ownership and build a level of excitement about what the future holds.

3. How can I keep my business running?

• Keep the team informed Create a path of conversation, activity and actions. Don’t drop a bombshell and then leave a blank void. Even if you don’t know the next action, ensure there is a next conversation planned. As much face to face rather than email as possible.
  

• Be available Some individuals will struggle more than others. Observe, listen and make the time for those who need more conversation and support.
  

• Maintain normality Normality will be important for the team. Do not start cancelling standing meetings or forums.

Change is hard and there is no perfect solution. Moving the culture to embrace a different world, can determine the success of the strategy and way forward. You may not be able to take every person along on this journey, however that's okay.

As a leader, regardless of the size of your team, this is your opportunity to step up and play that critical role both with your direct team and as a leadership voice more broadly across the business.

Challenge aside, leading others on their future journey, will be one of the most rewarding things you do.

Until next time.

Lisa