How to Manage Organizational Change Smoothly

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 LinkedIn is suggesting post topics based on my historical content.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?

How do you lead change that lasts? Today I’m highlighting John Kotter’s 8-Step Change Model, a powerful framework for managing and leading change in any organization. Here’s a closer look at each step: 1. Create Urgency It starts with the spark. To initiate change, there needs to be a compelling reason why change is necessary. Creating a sense of urgency helps to kickstart the motivation needed to make things happen. 2. Form a Powerful Coalition Change is a team sport. By assembling a group of influential people who are committed to driving change, you amplify your ability to lead the transformation effectively. 3. Create a Vision for Change With a clear vision, the direction of the change is clarified. This vision serves as a guiding light, making it easier for people to understand not just where you’re heading, but why. 4. Communicate the Vision Communication is key. The vision for change needs to be communicated clearly and consistently to everyone involved, ensuring it is understood and embraced across the organization. 5. Remove Obstacles Roadblocks are inevitable. By identifying and removing barriers to change, you empower your team to execute the vision more smoothly and efficiently. 6. Create Short-term Wins Quick wins are incredibly motivating. Achieving and celebrating early signs of success keeps the momentum going and supports further change. 7. Build on the Change Initial wins are just the beginning. By continuously seeking improvements and implementing changes, you can build on the momentum to achieve the final vision. 8. Anchor the Changes in Organizational Culture Lasting change needs a solid foundation. Embedding the changes within the organizational culture ensures that the new ways of doing things become the norm. Incorporating Kotter’s model in my coaching, I've seen firsthand how it helps organizations navigate the complexities of change. Whether through 1:1 sessions or team workshops, these steps have been instrumental in guiding teams towards successful change initiatives. Have you or your organization used Kotter’s model for change management? I’d love to hear about your experiences and learn from your journey! #LeadershipDevelopment #leadingchange #ChangeManagement #Kotter8Steps

My 5 Keys to Unlocking Successful Transformation: A Leader's Perspective Leading transformation isn't a walk in the park. It's a marathon, one that demands a blend of grit, agility, and a clear vision for the finish line. From my own experiences spearheading change, here are 5 key lessons I've learned the hard way: 1️⃣ It's a journey, not a Sprint: Forget overnight revolutions. Transformation takes unwavering consistency, sustained investment, and active engagement from sponsors. Don't underestimate the power of steady progress over flashy shortcuts. 2️⃣ Be Ready for the Human Factor: Change can be unsettling, even scary. Expect pushback, resistance, and folks clinging to the familiar. Invest in robust change management – prepare your people, address concerns, and celebrate small wins to build momentum. 3️⃣ Embrace the Metric Dance: Finding the right metrics to measure progress is like finding the perfect playlist for your journey. They'll guide you but be ready to pivot! You may need Drake, Dolly Patron, Journey, Taylor Swift, Kiss, or Chris Stapleton all on one playlist (you get my point). As your vision evolves, so should your measurement tools, and your playlist. Don't get stuck in a metrics rut. Check out John Doerr’s book for meaningful ways to measure progress; Measure What Matters. 4️⃣ Celebrate the Wins (at All Levels!): It's not just about reaching the peak; it's about enjoying the climb together. Recognize and celebrate achievements across all levels of the organization. A pat on the back can go a long way in fueling motivation and keeping spirits high. As an example, I remember fondly celebrating the launch of multiple products with a breakfast that was served and prepared by my team leading the overarching effort. It was fun, low cost, and extremely engaging. We even had someone from one of the product teams play music while everyone enjoyed their breakfast. 5️⃣ Invest, Invest, and Reinvest: Think of transformation not as a one-time expense, but as an ongoing investment in your organization's future. Continuously allocate resources, refine your approach, and adapt to changing contexts. Remember, transformation is a living, breathing process, not a stagnant project. Remember, transformation is more than just processes and timelines. It's about people, behaviors, and a relentless pursuit of improvement. P.S. What are your transformation learnings? Let's learn from each other and rewrite the script on successful transformation. ______________________________________________________________________________ ­­­ I'm Tanqueray, a transformation catalyst and keynote speaker passionate about injecting humanity into the corporate world. Let's stay connected and ignite potential!  👉 #tanqsview #changeleadership #transformation #strategy #womeninleadership #beinghumanincorporate #environmentalequity

In 2011, my wife and I found ourselves in a unique position at Fort Polk, LA. As newly licensed clinical psychologists and newlyweds, we were the only active-duty psychologists on a base of 10,000+ soldiers. In addition, I would be deploying in the coming months to Afghanistan with an infantry combat brigade. Reflecting on these experiences after 10+ years in business, I realize how closely combat challenges mirror everyday workplace pressures. Here are a few things I learned in combat, and then applied to business. 1) Overcoming Imposter Syndrome Experience: In Afghanistan, I often grappled with feelings of being an imposter. Freshly licensed and tasked with the mental health care of thousands of soldiers, I constantly questioned myself: "Who am I to shoulder this responsibility? Am I truly the right person for this job?" This sense of doubt isn't unique to combat zones—it's also prevalent in the business world, where fears like "What if they discover I'm not who they think I am?" loom large. How should we tackle these concerns? ✅ Do: Seek Constructive Feedback - Actively solicit feedback, especially about behaviors and impact, to anchor your self-assessment in reality, not impostor fears. ❌ Don't: Compare Yourself to Others - Stop tallying your achievements against others; it fuels doubts and derails personal progress. 2) Managing Unpredictability Experience: In Afghanistan, situations changed abruptly, requiring me to adapt on the fly. For example, a team was in a shootout in a bazaar in the local town and now the company commander wants the psychologist to travel by convoy to assist with his debrief; what do you do? This unpredictability isn't just a military challenge—it mirrors the dynamic nature of the business world where flexibility is key to survival. How can we better handle such changes? ✅ Do: Stay Flexible - Being "Open to Experience" is a key personality trait that can be utilized effectively. Embrace change by staying open to new methods and solutions. ❌ Don't: Resist Change - Avoid sticking rigidly to old ways when new situations arise; this can hinder progress and adaptation. 3) Dealing with High Stakes Experience: High-risk situations required meticulous risk evaluation. Many times, I questioned whether exposing myself to physical risk was worth the potential consequences for myself and my family, as well as for the brigade, given that I was the sole psychologist for 4,000 soldiers. Similarly, in business, high stakes involve significant risks that can affect the entire company. ✅ Do: Risk Assessment - Regularly evaluate potential risks and their impacts. ❌ Don't: Neglect Planning - Skipping thorough planning and feedback can lead to unmitigated risks and failures. We took this picture in the airport, our first reunion in over 10 months since I had left for Afghanistan 

Your company is going through a reorganization, and you’re not doing anything about it. I recently spoke with a man in his 40s who I’ll call Alex. Alex is a dedicated mid-level manager in a well known financial services company. He’s known for being a solid product manager with a strong work ethic. He’s a team leader and someone who gets the job done. He suddenly found himself in an all-too-common scenario: a company-wide restructuring. Despite the shifts he knew were coming, Alex decided he didn’t need to do anything. His thought process was “my performance will speak for itself.” My advice to Alex: —> inaction carries significant risks Alex's career progression is at stake. When organizational change is coming, visibility is key. By not actively engaging in the reorganization process, Alex will miss out on opportunities to showcase his adaptability and thought leadership. This oversight could lead to being overlooked for promotions or, worse, becoming redundant in the new structure. Second, inaction will breed uncertainty and anxiety. When there’s a defined structure, people are confident in their role. When things change - when changes happens to him and around him without his participation - he WILL face doubts about his job security and relevance. Being in limbo is not where you want to be in during a reorganization. I advised Alex to get involved and in the know. That would allow him to have a measured response to things out of his control; to influence decision makers; and to take action on his behalf to ensure a smooth landing. Alex changed his stance and got engaged. I helped him strategize on how to work with his leadership team and stakeholders so that he could secure a spot in the new organization. I helped him get his LinkedIn and resume updated in case the worst happened. The action he took worked. He had options - inside and outside the company. His effort paid off and he landed safely in a similar role at the same company. He now realizes the importance of proactive career management, especially during organizational changes. If you’re in a situation similar, recognize the need to adapt, participate, and reassert your value to the company. Embracing the change will safeguard your career. ♻️Repost this to help other people recognize the need for proactive career management #CareerGrowth #Leadership #ChangeManagement #ProfessionalDevelopment #WorkplaceAdaptability #careerstrategy

With some frequency, I hear a familiar theme in speaking with CEOs on the subject of making changes in their sales organizations. That is, the feeling that they have known for quite some time that organizational change was needed. In one of the most recent conversations, the CEO confided that "I knew a year ago that change was needed within my senior team, but I kept coming up with my own stories and excuses each time that it was just not the right time." The signs were there – lack of results, declining team morale and a growing sense of disconnect among team members, missed deadlines, breakdowns in communications, etc. This is a "classic" and common situation. It happens all the time. And more often than not, it seems we always know in our gut what we need to do. Human intuition is powerful (if we listen) -- but the excuses we make for ourselves can be just as powerful! Change is never easy, especially when it involves "our people." It can be hard to reevaluate norms and challenges to the status quo. Hesitation stems from a fear of disrupting any delicate balance that has been built and maintained over time.  However, as the saying goes, "what got you here won't get you there." Clinging to outdated practices hinders our growth, stifles innovation, and holds us back. In the bigger picture, leadership requires adaptability and a willingness/openness to evolve and change. As with other business initiatives, implementing change within organizations necessitates a well-thought-out strategic approach. This process involves an assessment of the existing environment and practices, a clear identification of the desired outcomes, and the development of a roadmap to bridge the gap between the current state and the envisioned future. Other processes also need to be well planned and executed, such as: ·     Engaging and aligning stakeholders. ·     Risk assessment and contingency plan, to mitigate potential challenges and to maximize a smooth transition. ·     Clear communications strategy (internal and external). ·     Legal and compliance considerations. ·     Transition plan for existing accounts. ·     Knowledge transfer.   With a dignified, empathetic and human approach, people tend to be more resilient and capable than we'd like to believe. With the right approach, initial discomfort and resistance gradually transforms into enthusiasm and a shared vision for the future. True growth often requires stepping outside of one's comfort zone.  Leadership is not just about making decisions; it's about recognizing when those decisions need to be made and having the courage and confidence to act. The journey of change, though challenging, is a catalyst for personal and professional growth. When it becomes evident change is necessary, get in the driver's seat and plan your strategic and deliberate approach. #leadership #changemanagement #salesleadershipcapital #management #CEO #organization #organizationalchange @vendux

Leading #Change ➡ starts with Self Awareness Driving projects to create transformational #change in times of high uncertainties can be tough. But it's a crucial skill for leaders to manage and align constant changes within their organization. I believe that an authentic reflection of own behavior patterns, limiting thoughts, and active practicing of new behaviors everyday an help significantly increase the chances of success for change projects. A recent Harvard Business Review article outlines a simple process to get started with a change mindset: 1. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗦𝗲𝗹𝗳-𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 Proactively seek peer feedback on how you are perceived. If feedback is considered as unnecessary one might lose out by leaving the situation it in the hands of external circumstances. 2. 𝗠𝗮𝗸𝗲 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 Making commitment to others like team members can raise the likelihood of success. A simple example is listening more rather than focusing on making your point with your answer. 3. 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝗜𝗻𝘁𝗲𝗿𝗳𝗲𝗿𝗲𝗻𝗰𝗲 Good intentions might be overruled by reactions caused by personal trigger points. Reflecting on fixed patterns from the past and value different perspectives can lead to better outcomes. 4. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 Constant practice and acknowledgement of successful little changes can be opportunities to learn, e.g. by a team meeting with a quick round of issues that team members would like to adress. The quote by Peter Drucker embraces this process quite well: "𝙏𝙝𝙚 𝙢𝙤𝙨𝙩 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙛𝙤𝙧𝙢 𝙤𝙛 𝙘𝙝𝙖𝙣𝙜𝙚 𝙞𝙨 𝙩𝙤 𝙘𝙧𝙚𝙖𝙩𝙚 𝙞𝙩." #strategy #companyculture #esg #feedbackculture #leadership #changemanagement https://lnkd.in/e4imdYnM Picture: https://lnkd.in/eTkzQjWq

So, I did a thing the other day: my family (wife, 2 kids under 4yrs old, 2 dogs, 2 cats) moved 150 miles away from where we've been for the last 14yrs. We did this move after only decided 9 weeks prior that we were going to move. Nine weeks. From "what would it be like?" to "ok, the closing check is in the bank!". Just over 60 days. As we made this transition, I’m struck by the strong parallels between moving a family and managing change within an organization. Just like change management in a org, moving homes requires transparent communication. We’ve had open and honest conversations with our kids about the move (well, the one is preverbal, so he's just along for the ride!), explaining why it’s happening and what to expect. This transparency helps to reduce anxiety and builds trust. Similarly, in business, clear and consistent communication ensures that everyone understands the reasons for change, the benefits it will bring, and their role in the process. Logistics planning is another critical component. From finding the right moving company for the final move to packing up our belongings and coordinating schedules, the importance of meticulous planning cannot be overstated. In an org context, effective change management involves detailed project planning, resource allocation, and timeline management. Every step needs to be thought out and organized to ensure a smooth transition. Staying calm under pressure is essential, whether you’re juggling the needs of two young kids on moving day or leading a team through a significant organizational change. I'll be honest--I fell down on this one a few times! There will always be unexpected challenges, but maintaining composure helps to keep everyone else calm and focused. Processing emotions is a vital part of both moving and change management. Moving can be emotionally taxing, especially when feeling a sense of loss leaving our familiar surroundings. Acknowledging and addressing these emotions is crucial. Similarly, in a business setting, recognizing and addressing employees’ emotional responses to change can help mitigate resistance and foster a more supportive environment. Lastly, asking for help is something we’ve had to embrace wholeheartedly. Whether it’s leaning on friends and family for support or hiring professionals to assist with the move, seeking help has made the process more manageable. In business, leaders should never hesitate to seek input from experts, involve team members, and delegate tasks. Collaboration and support are key to successful change management. I am so fortunate my teammates at Learnit were patient with me through these last two months with days off I've needed to take, as well as just being a bit at the end of my wire emotionally at the Association for Talent Development (ATD) conference last week....a mere 4 days before we moved!