6 Conditions for Successful Organizational Change

Are the Conditions Right for Change?
Change management consulting experts know that change rarely comes easy. To increase your odds for success, make sure the right conditions for successful organizational change exist.

We know from our change management simulation data that the wrong conditions for organizational change cause many employees to resist change and sometimes even resent the leaders of change as in the cartoon above.

The First Step
The first step in effecting organizational change successfully is to recognize that it will take consistent effort and full commitment. Whatever change you envision, it must be worth it. It should make enough of a positive difference in your business AND your people to warrant the time and energy it will take from the entire company.

6 Conditions for Successful Organizational Change
Once you have decided that change is necessary for growth, required to withstand the competition, or maybe even paramount for survival, then be sure you are willing to put the following change management consulting conditions in place.

1. Determination to Change
   As a top executive, you need to be more than willing to change — you must be fully committed to the new ways of working, behaving, and thinking. This means not only overseeing changes in the people around you but also working to change the way you lead.
2. Clarity of Vision for Change
   The proposed change must be clearly and simply stated so that all employees can see, understand, and embrace the big picture of where things are headed.  Stakeholders need to know what will be involved and why it is imperative. Make sure that everyone understands the current situation and paint a clear:

   — Vision for change
   — Urgency for change
   — Business case for change
   — Plan to make it happen

   The more you can actively involve stakeholders most affected by the changes in the design and plan, the better.

3. Consistent Communication
   Communicating organizational change requires a consistent and compelling message, frequent reiteration, and an openness to answer questions honestly.  Be ready, willing, and able to provide support for those who will be affected by change. A one-time announcement or marketing banners will not work.

   Listen to and answer objections to change, deal with the “what-ifs,” and go slow but steady. Have active two-way discussions, not one-way communications.

4. Gather Advocates, Team-by-Team
   Help your change team leaders work with their small groups to influence them one-by-one and gain their commitment. Help them address their team’s questions with direct answers — what is required of each individual team member and why it matters.
5. Coach for Desired Behaviors
   Keep close to your employees and encourage the behaviors that lead successfully to the desired change. Role-model, recognize, and reward them. Trying to break old and build better work habits to operate differently can be frustrating. Acknowledge the pain but appreciate the efforts and success.
6. Stay on Track
   Don’t let up your guard. It’s too easy to slip backward into more comfortable work routines. Keep focused on the goal and create a culture of accountability as the “new” behaviors become the “normal” behaviors.

The Bottom Line
if you want your change effort to be successful, you must set up the right conditions for successful organizational change.  That means focusing on clarity, commitment, communication, and active engagement of those responsible for both implementing and living with the desired changes.

To learn more about the conditions for successful organizational change, download this Research-Backed Change Management Toolkit Now