Change Management Strategies for Business Growth

No need to Fail. No need to Reinvent the Wheel. Do this instead. 70% of Business Change Initiatives Fail. While I cannot find much evidence behind this often shared stat, through experience, I have seen many Change Initiatives Fail. Using a proven Change Management system, you can help set the foundation for success. Below are Two common models and One that I use with high success. 𝗞𝗼𝘁𝘁𝗲𝗿'𝘀 8 𝗦𝘁𝗲𝗽𝘀 𝗳𝗼𝗿 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲 • Best Use: Significant change initiatives such as Cultural • Developed by Harvard professor and change management expert John Kotter 1) Create a Sense of Urgency: Why Change is necessary 2) Build A Guiding Coalition: Build a Team that can drive the change. 3) Form a Strategic Vision: What does Change look like? Inspire. 4) Enlist a Volunteer Army: Communicate to get team members on board and aware of their role. 5) Enable Action by Removing Barriers: Empower others through training, providing resources and removing roadblocks. 6) Generate Short-Term Wins: Break plan into steps and allow team to see progress early. 7) Sustain Acceleration: Drive Continuous Improvement through wins and feedback. 8) Institute Change: Ensure feedback loops. Revisit previous steps if change is not sticking. 𝗔𝗗𝗞𝗔𝗥 𝗺𝗼𝗱𝗲𝗹 • Best Use: Process Changes such as Technology or Manufacturing Floor Changes • Developed by Prosci founder Jeff Hiatt A - Awareness: Of the need for change - Communicate this need. D - Desire: To participate and support the change - Answer "What's in it for me?" for your team K - Knowledge: On how to change - Communicate, train, and address skill gaps. A - Ability: To implement required skills and behaviors - Monitor to provide feedback. Set metrics and reasonable goals. R - Reinforcement: To sustain the change - Continue working with Team Members to institute change 𝗔3 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 • Best Use: Process Change, Solving Problems • Developed by Toyota Motor Corporation Being process-minded myself, this 11-Part Process is a go-to for me in times of change. 1) Identify the Problem - What is our Opportunity for Improvement/Change 2) Identify the Core Team - Who needs to be involved? Approve? 3) Current State - What is current process? Quantify the problem. 4) Root Cause Analysis - Understand the true cause/need for change 5) Countermeasures & Solutions - What changes and ideas will solve the Root Cause 6) Define Future State - What are we trying to be? 7) Implementation Plan - Specific actions with Owners. 8) Follow-Through Plan - How will we hold owners accountable and communicate progress and early wins? 9) Get Everyone Affected on Board - Communicate the 7 Steps above to all Stakeholders. 10) Implement Actions 11) Evaluate Results - Are we progressing towards Future State? Have we checked for effectiveness - have changes been instituted? Do you use a Change Management Model when instituting change? Provide your best tips for seeing successful Change.

How have you successfully managed change within your organization? ✏️ Interesting. LinkedIn is suggesting post topics based on my historical content. So, let's take a stab at one of the questions it posed! This question was really thought-provoking, because change is constant in a growing business. You evolve and adapt, or you die. I didn't want to share a one-off example that's not useful or relevant to anyone reading it. Instead, I'll share how I approach change management in general. 1. Define the purpose. Some "change agents" are really just agents of chaos. Focus on what the point of the change is and don't deviate. 2. Set a baseline. You have to measure the impact of your change, but if you don't have an agreed upon control variable for the test, you won't be able to define success or failure. 3. Use a scalpel, not a chainsaw. At @Leaf Home, this means piloting things in an office or two before we roll wholesale changes out to hundreds of others. It minimizes risk and makes measurement easier. 4. Solicit feedback. Data doesn't always tell the whole story. Talk to your people, your customers, etc. Even if things are generally positive, implore them to share what could be better. 5. Document and embed. If you find a win, write the new SOP. Better yet, build it into your systems and processes so it sticks. 6. Communicate. This means before, during and after the change. Provide clarity to why you're changing something, and context for how it impacts the business. At the end of the change, make sure you celebrate the wins (and dissect the losses). Change is inevitable, but like anything else in business, it's best approached with a plan. Anything you'd add to my list?

Are you adaptable as a leader? Does your team have a mindset ready to embrace change? In the ever-evolving landscape of business, adaptability is a cornerstone of success. As leaders, our role is to cultivate a team culture that not only accepts change but thrives on it. Here are three essential strategies to foster adaptability and readiness within your team: 1. Lead by Example Demonstrate flexibility and a positive response to change. Your approach to challenges sets the tone for the entire team, inspiring them to view shifts in the workplace as opportunities rather than obstacles. 2. Foster Open Communication Encourage an environment where team members freely express their ideas and concerns about changes. Open dialogues help demystify changes, reduce resistance, and facilitate smoother transitions. 3. Encourage Continuous Learning Support your team in acquiring new skills and knowledge. This commitment to growth promotes a mindset that is essential for adapting to new challenges and technologies. Adaptability is not just about responding to changes—it's about anticipating and embracing them as opportunities for innovation and growth. Lead with flexibility, communicate openly, and champion continuous learning to see your team excel in a dynamic world.