Who wants to change?
Thoughts on how to succeed in change management for middle managers
We all go through it. All the time. Whether it's small details or big scale implementations, organisations need to adapt constantly. But how do we embrace change when we are programmed to resist it?
When making a change in the workplace, this is the first thought we need to have in mind. The management of change helps individuals process the change in place and incorporate it in their routine. Here are a few tips to help us accomplish this.
Understanding Why
In order to implement a change, we need to have a thorough understanding of why the change is needing and why the solution identified is the right one. These questions will help not only the leaders, but most importantly all individuals affected by it. If your team understands there’s a need to change and sees why your choice is the right one, they’ll be more willing to adapt.
Driving Change
As a leader, you must own the change process. This means you must have a clear vision on where you need to get, and be able to break it down in as many small steps as you need to get there. Your team will find it easier to follow if you are aware of the challenges and accomplishments in every part of the journey, and you will find being prepared will help you guide them all the way through the end.
Empowering People
When a change is taking place, everyone involved needs to prepare to take that leap. But as important as preparations are, nothing will engage people more than being empowered.
In change management, people need to be held accountable for results, and to do that they must have the energy to embrace the change and make the switch. Without empowerment, change becomes a tedious process; the means to a detached end. To avoid this, people must not only understand and be prepared, but also find themselves in an inclusive environment where their voices are heard and they feel part of the change. Open the dialogue with your team, listen to their individual voices, identify their fears and their needs, and finally: do something about it! It’s up to you to help them own this change as much as you do.
But most importantly, always look for new inputs, ideas and advice. Your network and the www are your best allies! I found inspiration in:
I’d love to hear your thoughts on how to be a better leader in change management! Please comment and share with your network!