How to Improve Communication During Organizational Change

What happens when “change management” seems to be making things worse?   Recently, a friend shared frustrations they had with change communications in their organization. Townhall Q&As, visits from leadership at team meetings…on the surface this sounded like textbook change management.   But for my friend, and reportedly most of their immediate team, these efforts were making a tough time that much worse. Why? They felt the change efforts, especially from leaders, were disingenuous.   Certainly, things don't work well if we're just going through the motions – or if people perceive us to be. But is that all that’s going on here? We can't know for sure, but I challenged myself to identify what my next steps would be if I were part of this change effort.   Here’s what I came up with – I’m keen to hear your ideas too.   In the short-term: 💡Use feedback as the guide — Actively gather diverse feedback. Analyze to identify root causes — is this about the change itself, the change process, something else entirely? Prioritize actionable insights, remembering that for some things, giving it time is the best response. 💡Check-in with change messengers — Remember that decision-makers are also impacted by change. Offer support or find others who can, as exhaustion isn't conducive to engaging with staff effectively. 💡Uncover authentic voice — Help leaders find and convey their genuine passion for aspects of the change. Not everyone is a gifted communicator, but most speak well to the things they most care about. 💡Diversify the team— I’ve written before that leading change is a team effort. Consider who is best equipped for different roles – adding an executive to a meeting isn't always the most productive play. 💡 Expand the tools — Change communication is essential, but not sufficient. Identify additional change interventions that could complement current efforts. 💡 Know when to hold and when to fold — If change communications aren't resonating, adjust methods, messaging, messengers, or frequency. Be open to the possibility that stopping, reducing, or simplifying efforts may be the best route.   For the long-term, remember that change happens within the organization we have, not the one we wish for. If feedback indicates trust, know-how, or willingness to engage during change is lacking, invest in strengthening these areas over time to better position the organization for the next change.      Finally, this discussion with my friend highlighted an important fact: change interventions are tools, not magic wands. Depending on just one method, such as communication, is rarely effective. Mastery involves a nuanced understanding of a variety of interventions, each with its strengths and limitations (see comments for more). Perhaps the greatest challenge, though, is accepting that change is not ours to command, but to navigate. #changemanagement #changeleadership #changecommunications #transformation #leadership

This week I've had the same conversation with several clients across different industries who have confided in me about their desire to provide more transparency and open communication to their teams and get it from their leadership. All of them are working through major changes so it's no wonder, really. Major changes are swirling around us all, and uncertainty can be a breeding ground for anxiety. Especially during times of change, employees crave information. Here are some communication tips to navigate uncertainty, both for employees and leaders: For Employees: 🔍 Seek Clarity, Not Certainty Don't expect to have all the answers. Focus on understanding the situation and the company's approach. ❓️ Ask Questions & Share Feedback: Open communication is a two-way street. Don't be afraid to ask questions and provide constructive feedback. ➕️ Stay Positive & Be a Source of Calm: A positive attitude is contagious. Be a source of support for your colleagues. For People Leaders: 🗣 Communicate Early & Often: Keep your team informed, even if there's no news. Regular updates build trust and reduce anxiety. 🤝 Be Transparent & Honest: Acknowledge challenges and don't sugarcoat the situation. Be honest about what you know and what you don't. 🌈 Focus on Solutions & Hope: While acknowledging challenges, focus on solutions and the path forward. Offer words of encouragement and hope. By following these tips, you can foster a more positive and productive work environment during uncertain times. #CommunicationMatters #TransparencyMatters #3KeysConsulting #IncBlocks #KeysToTheFuture #KeysToSuccess #Change #TransformTheFuture #Transparency #Coaching #KeysToChange #ChangeManagement

Uncertainty and change at work is hard. That feeling of ‘not knowing’ can really stress people out and the energy and brainspace needed to maintain commitment and productivity can feel scarce. But it doesn’t have to feel so gloomy. If we can lean into that uncertainty and find connection with peers, ones team and isolate that ‘why’ for why we work where we work, or do what we do, it makes a huge difference. Plus, doing so is what separates high performing leaders and organizations from the rest. I’ve been focused on this lately and here are my observations: 📌 Start with understanding what people want. For many it’s an environment where people are heard, understood, and valued. A place where they can learn, grow and make a meaningful contribution and impact. Ask them, and listen. 📌 Now reflect on your style and your ability to adapt your style to changing situations. You must be adaptable. Versatility and your ability to tailor your role to immediate needs is really important. 📌 Adjust your perspective. Put yourself in your team’s shoes and look at problems from different points of view. Be open and prepared to adjust your approach in order to make points of connection. 📌 Focus on your team values, they’re core to the foundation of trust you’ve built with your team. They’re the glue that binds. 📌 Act with compassion and check in with your team. Uncertainty and disruption means your team is dealing with a lot that they’re not unaccustomed to. New obstacles and challenges must be taken into account. 📌 Create paths for communication the way your team likes to engage, meet them where they are at. Create simple pathways to ask questions and encourage feedback that will allow you all to navigate change positively. 📌 Lead with resilience which demands a growth mindset and positive thinking on your part. Things are moving fast, it’s important that you are self aware with your thoughts and emotions as you encounter stress so you can best show up for your team. No matter what uncertainty and disruption brings let’s always remember that teams are made of people with strengths, weaknesses, fears, goals and dreams. Treat your people as you’d like to be treated and you’ll find yourselves coming together and navigating the world of work together. I took this picture at LinkedIn NYC Headquarters a few weeks ago inspired by the many ways they bring their culture to life throughout their offices. A favorite quote comes to mind ⤵️ “People will forget what you said, people will forget what you did, but people will never forget how you made them feel” ~ Maya Angelou How do you deal with the unknown or too much change? Please share in comments so we can all learn together. #Career #leadership #FutureOfWork #mindset