Poor little guy! He was told by some grown-up that he couldn’t just play around as usual; he had to lift some heavy weights. He must feel the way many employees feel when they have been told there is major change afoot. They had no say in the decision…they must do as they are told. They see the organizational change as a near impossible feat. They don’t know what will happen if they can’t adjust to the challenge and succeed.
When organizational change seems impossible to accept and overcome, it is up to leadership to ease the path for employees. Management needs to understand how it feels as an individual employee to hear that organizational change is needed, that it is required and that they must be part of successful change or risk being left behind.
Our organizational alignment research found that factors relating to employees’ positive responsiveness to the changes needed to remain competitive accounted for an almost 5-to-1 difference in performance. In our twenty years of helping clients manage organizational change successfully, here is what we have learned about successfully navigating the rough seas.
1. Plan and prepare.
When you as leaders have determined that change is required to succeed, you need to develop a clear and compelling message for the troops. No longer can you just dictate what needs to happen. You must try to inspire your employees to understand your vision and fully commit to it. Tell a captivating story that explains the rationale for change and what success will look like at the company, team and individual levels. Make sure the story you tell is relevant, simple and straightforward so that it can be easily and accurately cascaded throughout the organization.
2. Provide forums for questions and discussion.
Few will jump aboard the bandwagon at the outset. Most will react with denial at first and then with resistance. It is as if employees don’t want to face that the change is real. Initially it is easier to hold on to the past. And then, when they realize that change is going to happen, they resist it. Why? Because it is often much easier to hold on to what was comfortable and known than to meet the challenge of the new and different.
The best way to guide employees from change denial and resistance to change acceptance is to be available to answer their concerns and questions about what the change will mean for them as a group, as a team and as an individual. They want to know specifically how the change will affect them personally. Tell them what you know, what you do not know yet and when you will be able to fill in any information gaps.
3. Provide support and resources.
Once employees accept that change will and must occur, be there to encourage them and to supply whatever training and resources will help them move forward. Understand that change can be hard work for some and that individuals will go through change at different paces. Some will be excited to explore what the change can do for them and others will still be uneasy and lack confidence as they try to learn new skills and a new process.
4. Encourage commitment.
Use your best performance management techniques to reward the behaviors that lead to change. It won’t be long before the change has become embedded in employee attitudes and has become familiar and natural.
Corporate Change Is Personal
We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.
Vice President, Human Resources
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.
President and Chief Executive Office
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.
Chief People Officer
We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!
Director of HR
LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.
Fortune 500 Financial Services Company
Director of Infrastructure & Technology
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.
Senior Project Manager
I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
Beth A. Taylor
Vice President of Human Resources
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
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