Tips for Supporting Positive Organizational Transitions

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 LinkedIn is suggesting post topics based on my historical content.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

We all have seen the notices of #restructuring and #transformation at companies in our industry. Many of these are uncomfortable and scary for the people working there. This can cause a sense of fear and that you are not in control of anything. Remember you do have control over your reaction to the situation. Here are some this you can do to take back some sense of control and help others around you: 1. #ActiveListening: Be willing to listen attentively to colleagues who may be experiencing stress, uncertainty, or frustration. Sometimes, lending a compassionate ear can make a significant difference. 2. #Empathy: Understand that everyone reacts differently to change. Show empathy by acknowledging the feelings and concerns of your colleagues without judgment. 3. #Collaboration: Encourage teamwork and collaboration to help colleagues adapt to new processes or roles more effectively. Offer your assistance and expertise to those who may need it. 4. #KnowledgeSharing: Share your knowledge and insights related to the transformation. If you've discovered strategies or resources that have helped you cope with the changes, pass this information on to your colleagues. 5. #Mentorship: If you have experience or expertise that can benefit others during the transformation, consider mentoring or coaching your colleagues to help them navigate the challenges. 6. #ConstructiveFeedback: Offer constructive feedback when appropriate, focusing on solutions rather than dwelling on problems. A collaborative approach to problem-solving can be more effective. 7. #EncourageWellBeing: Promote well-being practices, such as stress management, self-care, and work-life balance, among your colleagues. Encourage breaks and self-care activities. 8. #CelebrateSmallWins: Recognize and celebrate achievements, even small ones, as they can boost morale and motivation during a challenging period. 9. #MaintainPositivity: Foster a positive and constructive atmosphere within your team or department. A positive attitude can be contagious and help maintain a sense of hope and optimism. 10. #SupportLeadership: Be supportive of your company's leadership team, even if you disagree with some decisions. Constructive feedback can be shared through appropriate channels. 11. #Adaptability: Embrace adaptability as a shared value and encourage your colleagues to see change as an opportunity for growth and learning. 12. #SeekResources: If available, encourage your colleagues to utilize any resources provided by the company to support them during the transformation, such as counseling services, training programs, or employee assistance programs. By offering support to each other and fostering a sense of unity during a challenging transformation, you can help create a path to the future. #businesstransformation #psychologicalsafety #innovateinwhatyoudo #mentalhealth Ren Shogren

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

A staggering number of executives fail within their first few years, and this raises a crucial question: Why? According to DDI’s Leadership Transitions Report 2021, nearly half of externally hired executives and over a third of those promoted internally face significant challenges that may lead to failure. But these are highly capable individuals, so what gives? Here are some key insights and actionable strategies for organizations to consider: Embrace Strategic Complexity Transitioning from operational roles to executive positions involves managing more ambiguity and complexity. Organizations must prepare leaders through targeted training that enhances strategic decision-making and foresight. Balance Micro and Macro Management Executives must shift from micro to macro management. It's essential to trust operational leaders with day-to-day tasks while focusing on larger strategic goals. Fostering delegation and broad, strategic thinking from the start can prevent executives from falling into the micromanagement trap. Influence and Relationships Technical skills alone won’t cut it at the executive level; the ability to influence and build relationships across broader networks is crucial. Training in interpersonal skills and strategic influence can make a big difference. Self-awareness is Key Overconfidence without introspection can lead to poor decision-making. Regular feedback and self-assessment are vital. Implementing robust feedback mechanisms helps maintain a realistic self-view. Managing Change Today’s business environment changes rapidly. Executives must be adept at navigating these changes. Strengthening change management skills in leaders is critical for creating a resilient organization. Recognize the Signs of Potential Failure Identifying early signs of struggle can help mitigate risks before they escalate. Provide support systems like executive coaching and peer networks to guide new leaders through their transitions. The bottom line? Support is essential. Many executives are thrown into their roles with minimal guidance. Structured onboarding, ongoing training, and strong mentorship can transform potential failures into remarkable success stories. #executiveleadership #executivesearch #findingleaders

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?

The one constant in life is change. The ability to keep learning, growing, and adapting is essential. In my experience as Chief of Staff and Project Manager, I've noticed a common trait among successful individuals, teams, and companies: they're not afraid of change—they embrace it. Their ability to adapt, innovate, and collaborate propels them forward. By proactively leaning into change, they not only set themselves up for success but also foster a culture of continuous improvement and innovation. It's this forward-thinking mindset that keeps them ahead of the curve in our ever-evolving landscape. Here are 5 mindset shifts that can enhance adaptability for you and your team: 1. Embrace Uncertainty: See uncertainty as an opportunity for growth, driving curiosity and exploration. 2. Focus on Solutions: Shift your focus from dwelling on problems to actively seeking and implementing solutions. 3. Learn from Challenges: See setbacks and obstacles as learning experiences rather than failures, and use them to fuel growth and development. 4. Stay Open-Minded: Cultivate a mindset of curiosity and openness to new ideas, perspectives, and approaches. 5. Foster Collaboration: Encourage teamwork, communication, and collective problem-solving to leverage the diverse strengths and skills of your team. By embracing these mindset shifts, you and your team can better adapt to change, overcome challenges, and thrive in dynamic environments.

What Cycling Taught Me About Successful Navigating Change. The Art of Balance. Last weekend, as I navigated my bike on the MIA roads, I realized the parallels between cycling and effective change management in business. In cycling, especially when you are climbing or picking up speed, the key isn't just pedaling harder; It's about the subtlety of movement, the delicate balance. Moving your body slightly to the side rather than aggressively up and down can make a difference in your ride. It's about finding that sweet spot where minimal effort aligns with maximum stability and speed. This mirrors a profound truth in the working world, particularly in an ever-evolving, dynamic, growing company. Like cycling, the process isn't about the grand, sweeping gestures. It's about the small yet impactful changes. In an organization, introducing drastic changes can often lead to resistance or instability. However, the transition becomes smoother when we implement subtle but meaningful modifications, aligning them with the company's rhythm. The key lies in understanding the nuances of your team and the organizational culture. Once these minor adjustments are made and the new behavior starts to become second nature, you can start to pick up the pace—accelerate. Focusing on small yet significant shifts, followed by an increase in momentum - can be the difference between a company that struggles with change and one that rides it with the grace and efficiency of a well-balanced cyclist. The slightest shift in our approach can lead to the most significant leap in performance. See you on the road! #ChangeManagement #Leadership #BusinessStrategy #Innovation #Teamwork #ContinuousImprovement

Embracing change can be difficult. I am a fortunate person that I have a lot of control over a lot of things in my life, and that includes my profession and how I choose to do my work. I used to think I didn't really like process and structure. I wanted to just go to do the work and figure it out as I go. You know, free-wheeling, a crazy approach to make something, just do something, get stuff done. I am not sure if something changed, if the neuroplasticity in my brain has reduced, but not having a process or even changing the process feels more difficult than it used to. And intellectually, I can know that the changes are good or for the best, but that doesn't make it easier. This week, I've been feeling this as we've made some changes to the way we plan and get to our work in my team - and I love the direction; I can see the benefits that will come from the changes - but dang, my brain is screaming at me. So here are a few thoughts I've had about embracing the change that has been helpful. 1) Talk to someone who can help you answer questions - it's okay to admit you don't understand. I realize that this is a privilege that I have in my org, and not everyone feels safe to do so. The thing I would caution about here is this can't be a gripe session or just complaining or venting. I have found that being vulnerable and saying I don't understand has been very healthy for me to embrace the change. 2) Look for the early and easy wins. Dopamine or whatever chemical my brain releases when I hit on something that works or is good, has a powerful effect. I know it can be hard to see the good when you're feeling tight or stressed, but that's why it needs to be a focus. 3) Help others. Look, I might be having my own challenges, but others might be feeling that stress, too. So, how can you help someone else feel better or gain more understanding? For instance, I got some great feedback about one of my co-workers. I was able to pass that on. I think it was helpful and gave them confidence about the changes being made. 4) Give yourself and those implementing the change some grace. It's easy to be frustrated. It's easy to be discouraged. Maybe some people are even mad. But I find myself saying, "it's okay if I don't fully understand it yet. I haven't experienced it, yet. But I will get there, and if it's still not working, I know I have the ability to give feedback." Change happens. It can be stressful. It can be challenging. But it doesn't have to be bad, even if hard. What advice do you have for managing changes in your work and processes?

The puzzle is an interesting challenge that paints a wonderful analogy for the emerging or transitional leader. The picture on the box is the completed picture but open the box and it’s the opposite; it’s a scrambled-up group of pieces. So as the leaders consider their way into the new position, step one, acknowledge that this will be a process, not an event. Transitions or change leadership takes time, so be deliberate in embracing the secret and benefit of time. Companies and leaders evolve a little bit at a time, all of a sudden. Second, find the corners. What are the pillars and strengths that separate you and your organization? Build on what you already know and from there, put people around you who will champion the organization's vision; not yes people, but do people. Thirdly, find the edges. Create boundaries around your core competencies and do what you do well before you explore what to do next. Once the edges are defined, then look inside the organization and begin moving the right pieces into place. There will be an occasion where you will hold one piece for a long time and become frustrated because you can’t figure out where it goes. Set it down and come back to it later. Remember, this is a process, not an event. Vision is the picture of the completed puzzle, so when someone asks you what you’re working on, show them the picture on the box, which is emblematic of sharing your vision for the organization. Lastly, have a journal nearby as you work on the puzzle, you will be amazed at the ideas that come when you take time to think “inside” the box. #leadership #ownit #shotmaker