Tips for Navigating Organizational Change

Early in my career, I faced a moment many of us dread: A sudden, unexpected company reorganization. It seemed like overnight ➟ my role ➟ my team ➟ my daily tasks were all up in the air. I remember the anxiety. The flurry of rumors. The uncertainty. They clouded my thoughts about the future. But it was in this chaos that I found clarity. I realized that change, though daunting, also brings opportunities for growth. I wrote an article on this for Harvard Business Review. Here are 5 actions you can take when your professional life is unpredictable: 1. Embrace the Uncertainty Use periods of change as a catalyst for introspection. Reflect on what truly matters to you and your future. 2. Define Your Identity Think about who you need to be... Not just what you need to do. 3. Focus on the Process Establish and commit to positive career behaviors. It gives you a sense of control and leads to results. Examples: • Contribute in each team meeting • Expand your network every week  • Offer a strategic idea to leadership monthly • Take on a stretch opportunity once a quarter • Thank a coworker for something helpful every day 4. Cultivate Learning Agility Be ready to adapt. Stay curious. Embrace new ideas. This mindset isn't just to survive; it helps you thrive. 5. Ask for and Act on Feedback Regularly seek feedback. Take time to reflect on it. It's crucial to know where you're growing. And where you need to improve. Change can be scary. But it's also a chance to reset. To pivot. You may discover new paths you hadn't noticed before. Remember... It's not the strongest or most intelligent who survive. It's those who can best manage change. Lean into the uncertainty. Use it as a stepping stone. Build a career that's not just successful, but also aligned with who you truly are. Find this valuable? Repost ♻️ to share with others.  Thank you! P.S. What keeps you going when things get uncertain?

I recently ran a poll asking, "What is your biggest challenge with implementing digital solutions in your business?" The results are in, and the top response was... 🥁 Change management! Change management can be a real hurdle. It's not just about introducing new tools or software; it's about getting everyone on board and navigating the inevitable resistance to change. Here are a few thoughts on why this is such a common challenge and some tips to help overcome it: 1. Fear of the Unknown: People often resist change because they're comfortable with the current way of doing things. To tackle this, communication is key! Keep your team informed about what changes are coming, why they're necessary, and how they will benefit everyone in the long run. 2. Lack of Training: Introducing new digital solutions without proper training can lead to frustration and pushback. Invest in thorough training sessions and provide ongoing support to ensure your team feels confident and capable. 3. Inadequate Leadership: Change needs champions! Leaders should actively promote the benefits of new digital solutions and lead by example. When the top brass is enthusiastic and committed, it’s easier for the rest of the team to follow suit. 4. Cultural Resistance: Sometimes, the resistance is rooted in the company culture. Encourage a culture of innovation where change is seen as a positive and necessary aspect of growth. 5. Clear Roadmap: Having a clear, well-communicated roadmap for the change process can alleviate anxiety. When people know what to expect and when, the transition becomes smoother. Remember, change management isn’t just a box to tick off—it’s a continuous process. Celebrate small wins along the way and be patient. It’s all about making the transition as smooth as possible and showing everyone that the grass really is greener on the digital side. Thanks to everyone who participated in the poll! What are your thoughts on tackling change management? Share your tips and experiences below. 👇 #ChangeManagement #DigitalSolutions #CX #leadership

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

🥴Org changes are hard for our teams and for us as leaders. But, we can’t let the difficulty of change keep it from happening. I’ve had conversations with 3 different organizations in the past 2 weeks who are facing some structure changes—changes that may affects peoples’ roles, leadership structures, and potentially peoples’ futures with the organization. So, what can you do as a leader to help navigate these types of changes? 1. Focus on what the orgnanization’s needs are. Sometimes, the needs of the org shift over time and require different skills. 2. Outline an ideal org structure independent of titles. Instead, focus on the capabilities and roles needed. 3. Give opportunity for realignment. Offer existing team members a different role they could take in the new structure (if it’s a fit). 4. Have the hard conversations. Don’t put it off…it doesn’t serve you, the org, or your people to delay difficult conversations related to change. One of the hardest parts of leadership can be navigating change with your team. But you can still do it with compassion, empathy, and respect. And, if you need some help having hard conversations, check out Radical Candor 👉 https://lnkd.in/eapAVQRQ

For 20 years, I've seen countless change initiatives succeed and fail. The key differentiator? Connection. 𝐓𝐰𝐨 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 𝐭𝐡𝐢𝐧𝐠𝐬 𝐭𝐨 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫: 1️⃣ Change can be scary, especially when we don’t understand how a change will impact us. That’s when we’re most likely to resist it.  2️⃣ People crave purpose. When change feels like a blip on the radar, not a strategic move, disengagement is inevitable. Our minds naturally seek connections, and in the absence of clear information, we invent our own – often scarier narratives. 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐤𝐞𝐲 𝐭𝐨 𝐥𝐚𝐬𝐭𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐠𝐞: Connect your people to your organization’s strategy and future. 🔑 𝐁𝐞 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥. Explain the purpose behind the change and how it aligns with your organization's strategy and/or vision. 🔑 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥. Demonstrate how their roles contribute to the bigger picture. 🔑 𝐁𝐫𝐢𝐝𝐠𝐞 𝐭𝐡𝐞 𝐠𝐚𝐩. Foster open communication, addressing concerns and questions head-on. By creating a clear connection, you empower your people to see themselves as active participants, not passive bystanders. This is how change becomes a strategic choice, not a forced disruption. 𝑅𝑒𝑎𝑑𝑦 𝑡𝑜 𝑚𝑎𝑘𝑒 𝑐ℎ𝑎𝑛𝑔𝑒 𝑠𝑡𝑖𝑐𝑘? 𝐿𝑒𝑡'𝑠 𝑐ℎ𝑎𝑡! #ChangeManagement #Leadership #FutureOfWork #KeysToChange #KeysToSuccess #Empowerment #EmployeeEngagement #ThriveThroughChange ------------------- Allison Wright and I built 3 Keys Consulting, LLC to help organizations and the people within not just manage through change, but rather THRIVE through change. Got a major change heading your way? Set up a call to see how we can help set you up for success! https://lnkd.in/eTr5Jj9y

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

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?

Not a lot of businesses are recognizing the power of Change Management as a vehicle for enhancing customer experience efforts. Here's how to unlock the power of change management principles in the context of CX. 🎯 Understanding Customer Needs Before initiating any change, you must have a deep understanding of what your customers really want. Utilize data analytics, behavioral data, operational and financial data, customer interviews, surveys, market dynamics, competitive information, and other signals to assess and understand needs. 🤝 Aligning Objectives Leadership Alignment: Ensure that your leadership is onboard and committed to customer experience improvement. Stakeholder Involvement: Involve the frontline employees who interact with customers daily to contribute to the decision-making process. 🗓️ Planning Identify Key Changes: Prioritize which areas require change based on customer feedback and business metrics. Set Targets: Establish measurable KPIs to gauge the success of the changes you plan to implement. These should be business- and customer-driven metrics. Don't make this a metric like "increase OSAT from X to Y." 📣 Communication Internal Communication: Clearly communicate the why and the how to all internal stakeholders. This should include executives, directly impacted employees, and the broader line of business. Tailor it to the stakeholder. Customer Communication: Be transparent with customers about what changes to expect and how they will benefit. Keep them up to date on progress. 🛠️ Implementation Pilot Testing: Conduct a small-scale test of the changes to assess their effectiveness. Feedback Loop: Gather continuous feedback from customers and employees throughout the implementation process. 📊 Evaluation and Adaptation Assess Impact: Examine metrics regularly to determine whether the changes are having the intended impact. Iterate: Use data-driven insights to make necessary adjustments. 🚀 Sustaining Changes Training: Continuously train your team to adapt to new changes. Feedback Mechanisms: Keep the dialogue open with customers and employees for sustainable improvements. 👩💻 Leveraging Technology 👨💻 Data Analytics: Use analytics to pinpoint improvement areas. Communication Platforms: Use tools like Slack or Teams for internal communication. Automation: Implement bots for routine tasks. CRM Systems: Manage customer relationships digitally to gain insights. 💡 Involve Employees Effectively Employees are the face of your customer service. Include them in planning, provide training opportunities, establish regular feedback forums, and reward those who contribute to customer experience improvements. Have you applied change management principles to enhance the customer experience in your organization? What worked for you? What didn't work for you? #ChangeManagement #CustomerExperience #Leadership #DataAnalytics #EmployeeEngagement #Technology

In my experience in the dynamic business world, I have come to recognize that change is the only constant. While it may seem daunting and challenging, I firmly believe that embracing change is not only essential for success but also crucial for personal and professional growth. Resisting change not only causes unnecessary stress but also hinders our ability to explore new pathways for growth and success. Although managing uncertainty can be difficult, it is important to acknowledge that uncertainty is an inherent part of the business landscape. Instead of expending energy on resistance, we should focus on adapting and thriving in the face of change. Throughout my journey, I have discovered several strategies that have helped me navigate the winds of change and emerge stronger: Foster a Growth Mindset: By embracing a growth mindset, I have learned to view change as an opportunity for personal and professional development. Rather than fearing challenges, I now perceive them as stepping stones to success. This shift in perspective has enabled me to approach change with optimism and an eagerness to learn. Stay Agile and Flexible: In today's rapidly evolving environment, agility and flexibility are paramount. I have cultivated a mindset that embraces new ideas and approaches, allowing me to adapt my strategies swiftly and effectively when necessary. Embrace Innovation: I have made it a priority to foster a culture of innovation within my organization. By embracing emerging technologies, trends, and ideas, I have been able to propel my business forward and maintain a competitive edge. Continuous Learning: I firmly believe in the power of continuous learning. Staying abreast of industry trends, attending conferences, and actively seeking new knowledge and skills have been instrumental in my ability to remain relevant and adaptable. Communicate Effectively: Clear and transparent communication is paramount during times of change. By fostering open lines of communication, we can ensure that everyone is aligned and working towards a common goal. This facilitates a smooth transition and minimizes resistance. Change should not be perceived as a threat but rather as an opportunity for growth and innovation. By embracing change and implementing these strategies, we can adapt and thrive in an ever-evolving business landscape. . . . #changemanagement #embracingchange #innovation #businessgrowth #professionaldevelopment #adaptability #agility #continuouslearning #effectivecommunication

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!