The First Steps of Change Are Critical – Especially When Change Seems Impossible
When organizational change seems impossible to accept and overcome, it is up to leadership to ease the path for employees by clearly outlining the first steps of change in a way that makes sense. Leaders need to understand how it feels as an individual contributor and manager to hear that organizational change is required and that they must be part of it or risk being left behind.
What the Change Research Says
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 terms of revenue, profitability, customer loyalty, leadership effectiveness, and employee engagement.
4 First Steps of Change – When Change Seems Impossible
In our twenty years of change management consulting, here is what we have learned about successfully navigating the rough seas.
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.
The Bottom Line
It is a leader’s responsibility to clearly outline the first steps of change to begin the overall change process in a way that makes sense for the unique challenges and opportunities faced by those most affected by change. Actively involve your key stakeholders in creating those first steps so that they are fully committed to the beginning of the journey.
To see if your change initiative is set up for success, download our Change Management Health Check Now
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