Essential Change Management Techniques For Leaders

One of the most overlooked strategies in change leadership? 𝐒𝐡𝐚𝐫𝐞𝐝 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩. Top-down vision is powerful. But real traction comes when people at every level feel like:  ✓ They 𝘣𝘦𝘭𝘰𝘯𝘨 to the change.  ✕ Not just 𝘴𝘶𝘣𝘫𝘦𝘤𝘵 𝘵𝘰 it. In my work, I help organizations activate leadership at every layer— From executive sponsorship to grassroots champions. Here are my top tips how leaders can make people feel change belongs 𝘵𝘰 them: ✅ Understand the “why” behind the change ✅ See their role in shaping what comes next ✅ Get the tools and coaching they need to lead with confidence ✅ Have safe spaces to voice concerns, share ideas, and influence outcomes ✅ Build peer networks that support accountability and momentum Change is messy. Emotional. Personal. And when people feel seen, heard, and included, they don’t resist it. They 𝘤𝘩𝘢𝘮𝘱𝘪𝘰𝘯 it. That’s how you turn a change 𝘱𝘭𝘢𝘯 into a change 𝘮𝘰𝘷𝘦𝘮𝘦𝘯𝘵.

Most Enablement efforts fail. It’s usually because people focus on the wrong parts. Figuring out the problem isn’t that hard.  Figuring out how to fix it isn’t that hard.  Getting people to change what they do every day is really, really hard. Let’s say you’re trying to get 30 reps to change how they do discovery, or qualify, or whatever.  That’s like getting 30 people to quit smoking all at the same time. Even if they want to do it, it’s hard to make it work.  Why?  People revert back to their ingrained behavior.  It’s been good enough so far.  It’s what got them to where they are now.  Every part of your body and mind is wired to preserve homeostasis.  Establishing a new pattern of behavior requires the application of intention and effort over and over again, until the new pattern becomes the default. If you want your Enablement efforts to succeed, you can’t just design and launch a new approach.  Your efforts will be wasted unless you do the following: 1) Be inclusive when diagnosing the problem:  If you go look at the data, figure everything out, and tell everyone, no one will be on board.  They haven’t been through the diagnostic process themselves.  You have to bring them along with you.  They have to come to the conclusions themselves. 2) Be inclusive when designing a solution:  Similar to above.  If you come up with the solution and tell everyone to do it, there will be immediate resistance. Even if you’ve already figured everything out, you need to create a cross-functional team to help design the solution. 3) GET MANAGER BUY-IN!!!! - If the managers aren’t committed to the change, it will fail.  Literally, the whole things lives or dies with the managers. 4) Overcommunicate:  Your change needs to be everywhere.  The bigger the change, the more everyone needs to hear about it.  Multiple avenues of communication, for longer than you think you probably need to. 5) Create avenues for accountability and reinforcement:  You and the rest of leadership should be committed to reinforcing the change for at least a month, possibly a quarter.  It’s tempting to move onto something else, but if you don’t consistently reinforce the new behavior, you’ve wasted everyone’s time.

"If you have to force change, you've already failed." This became painfully clear when I learned why the majority of organizational transformations collapse… Last week, in a workshop with Tamsen Webster, MA, MBA, I learned a term that fundamentally altered how I view organizational psychology: Reactance. I now call it "The Corporate Immune System" - and it's quietly destroying your change initiatives. Here's the counterintuitive truth most leaders miss: The harder you push for change, the stronger the organizational antibodies become against it. Consider this paradox: When you mandate transformation, you simultaneously create its greatest obstacle. When you force evolution, you guarantee devolution. When you demand innovation, you breed stagnation. HARD TRUTH: Your brain has a freedom detector. And when it senses a threat, it doesn't just resist - it architects elaborate systems of opposition. 𝗧𝗵𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 𝗼𝗳 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗖𝗵𝗮𝗻𝗴𝗲: 1. The Autonomy Principle "Don't push the boulder. Build the slope." * Every forced change creates an equal and opposite resistance * The energy you spend overcoming resistance could have been spent creating momentum * Psychological safety isn't a buzzword - it's the foundation of transformation 𝟮. 𝗧𝗵𝗲 𝗣𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗼𝗻 𝗣𝗮𝗿𝗮𝗱𝗼𝘅 "𝗧𝗵𝗲 𝘀𝗹𝗼𝘄𝗲𝘀𝘁 𝘄𝗮𝘆 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝘁𝗼 𝗳𝗼𝗿𝗰𝗲 𝗶𝘁" * Speed of implementation ≠ Speed of integration * Involvement beats compliance by a factor of 4 * The time you "waste" in collaboration is recovered tenfold in execution 𝟯. 𝗧𝗵𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗣𝗼𝗶𝗻𝘁 "𝗖𝗵𝗮𝗻𝗴𝗲 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗮𝘁 𝘁𝗵𝗲 𝘀𝗽𝗲𝗲𝗱 𝗼𝗳 𝘁𝗿𝘂𝘀𝘁, 𝗻𝗼𝘁 𝘁𝗵𝗲 𝘀𝗽𝗲𝗲𝗱 𝗼𝗳 𝗳𝗼𝗿𝗰𝗲" * Trust is the hidden multiplier in all transformation equations * Authority can mandate behavior but never belief * The best change strategies make resistance harder than adoption Here's what the research shows: * 70% of change programs fail to meet their objectives (McKinsey) * Projects with excellent change management are 6x more likely to succeed (Prosci) * Organizations with effective change management practices report 143% higher ROI compared to those with minimal change management (Prosci) Intellectual humility moment: I had to unlearn a decade of "best practices" to understand this fundamental truth - the most effective change feels chosen, not imposed. What conventional wisdom about change leadership do you need to unlearn? #OrganizationalPsychology #ChangeManagement #LeadershipScience Tamsen Webster - Your reactance framework revolutionized my approach to change.

How can you address the challenge of convincing executives to view organizational change capability as a #StrategicImperative, rather than merely a tactical, project-by-project concern? Prosci recently completed a study with 267 experienced #ChangeManagement professionals, and we gathered their input on this question (and many more): What tactics have you found most effective to help executives view organizational change capability as a strategic imperative? While the finishing touches are being put on the report (Scott Anderson, PhD is creating a masterpiece), I had to share these specific examples for each of the top eight ways to position change capability as a must-have and strategic imperative. Print it out, grab a highlighter, and activate the #ProsciResearch to increase your impact!   🗺 1) Link to Strategy Create a simple one-page visual that maps each major change initiative to specific strategic objectives. Develop a "strategy realization scorecard" that tracks how change management activities contribute to achieving strategic goals. 💰 2) Demonstrate ROI Create a simple ROI calculator that compares the costs of change management activities against the potential financial benefits of successful change implementation. Develop before-and-after case studies that highlight the financial impact of well-managed change initiatives. 🧠 3) Educate Leadership Organize a "Change Management for Executives" workshop series. Create a "Change Leadership Playbook" that outlines key change management concepts and their strategic implications. 📊 4) Measure and Report Create a "Change Management Dashboard" that visualizes key metrics related to change readiness, adoption rates, and business outcomes. Implement a regular "Change Pulse" survey to track employee sentiment and engagement throughout the change process. 🏆 5) Share Success Stories Develop a "Change Management Hall of Fame" that showcases successful change initiatives and their outcomes. Create short video testimonials from employees and leaders who have experienced the benefits of well-managed change. 🛠 6) Build Internal Capability Establish a "Change Agent Certification Program" to train employees across different departments. Create a "Change Champions Network" that meets regularly to share best practices and support ongoing change initiatives. 🤝 7) Engage Stakeholders Conduct regular "Change Strategy Sessions" with key stakeholders to gather input and align on change priorities. Create a "Stakeholder Engagement Matrix" that outlines specific roles and responsibilities for each stakeholder group throughout the change process. 🛡 8) Address Resistance Create a "Resistance Management Toolkit" that includes templates for resistance assessment and mitigation planning. Implement regular "Change Readiness Check-ins" to identify and address potential sources of resistance before they escalate. Which of these #ResearchActivation tips will you try next week? #AncoraImparo

A common obstacle leaders face: Resistance to change. It's natural to feel skeptical or fearful when the status quo is disrupted. But change is necessary for growth and adaptation. To overcome resistance and drive successful change, leaders must: 1. Communicate Clearly • Articulate the reasons for change and the benefits it will bring • Explain how the change aligns with the organization's vision and goals • Listen to concerns and address them transparently to build trust and understanding 2. Involve Employees • Engage employees in the change process by seeking their input and feedback • Create opportunities for employees to contribute ideas and shape the change initiative • Foster a sense of ownership and commitment by making employees feel heard and valued 3. Provide Support and Training • Offer the necessary resources, training, and support to help employees adapt to the changes • Recognize that change can be challenging and show empathy and understanding • Provide ongoing guidance and coaching to ensure employees feel equipped to succeed 4. Lead by Example • Model the desired behaviors and attitudes you want to see in your employees • Demonstrate your own commitment to the change by walking the talk • Inspire others to embrace the change by leading from the front with enthusiasm and conviction 5. Celebrate Successes • Acknowledge and celebrate milestones and successes along the change journey • Highlight the positive impacts of the change to reinforce its benefits • Maintain momentum and motivation by recognizing the efforts and achievements of your team Effectively managing resistance to change is a critical leadership skill. It enables you to drive the transformations necessary for your organization to thrive. The result? A more agile, adaptable organization that can respond to new challenges and opportunities. And an organization positioned for long-term success in an ever-changing world. Remember, change is inevitable. Resistance is optional. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

Mastering Change: 6 Key Lessons for Effective Change Management Change management is both an art and a science, requiring thoughtful planning, strong leadership, and ongoing engagement with stakeholders. Its purpose is to ensure steady sailing in uncharted waters. Here are 6 key lessons for success: 1. Strong Leadership and Vision are Non-Negotiable: Leaders must articulate the purpose of the change, align it with organizational goals, and embody the change themselves. John Kotter’s work on change management emphasizes the importance of establishing a guiding coalition to lead and support change efforts (Kotter, 1996). When leadership is engaged, employees are more likely to follow suit. 2. Build an Effective Comms Strategy: Research shows that employees resist change when they feel uninformed or when they perceive the process as secretive (Armenakis & Harris, 2002). Regular updates, Q&A sessions, and opportunities for feedback help reduce anxiety and build trust. 3. Address Resistance Early with Agility: Resistance to change is a natural response, stemming from fear of the unknown, perceived threats to job security, or lack of clarity about the benefits. Proactive change managers identify sources of resistance and address them regularly at each iteration with empathy, training, and involvement. As Lewin’s Change Model suggests, creating a compelling reason for change (“unfreezing”) helps overcome resistance (Lewin, 1947). ICAgile 4. Engage Stakeholders Early and Often: Stakeholder engagement fosters buy-in and reduces opposition. Involving employees in the planning and implementation process not only builds trust but also surfaces valuable insights. Prosci ‘s Change Management Model highlights the importance of active stakeholder involvement in ensuring the change is both adopted and sustained (Hiatt, 2006). 5. Invest in Training Often: Change often requires employees to learn new skills or adapt to new processes. Providing adequate training and ongoing support can make or break adoption rates. Studies have shown that employees are more likely to embrace change when they feel prepared and supported throughout the transition (Burke, 2017). Association for Talent Development (ATD) 6. Measure and Adapt: Regular evaluation helps identify gaps and refine strategies. Continuous evaluation ensures that the change initiative stays on track. Key performance indicators (KPIs) and regular feedback loops allow organizations to identify gaps and make necessary adjustments. Without this iterative process, changes risk failing due to unaddressed issues. McKinsey & Company By focusing on communication, addressing resistance, and providing robust training, organizations can foster a culture that embraces change and thrives in an ever-evolving business environment ready to navigate change effectively. Association of Change Management Professionals (ACMP Global) ACMP DC Society for Industrial and Organizational Psychology (SIOP) SHRM