Change Partnerships at Work: How to Better Create Them

Change Partnerships at Work: How to Better Create Them
Facebook Twitter Email LinkedIn

How to Create Successful Change Partnerships at Work
Organizational change must go through your culture and your people to be successfully implemented.  The ability to create change partnerships at work is a critical yet often overlooked aspect of successful change. Change management consulting experts know that organizational change — whether that means restructuring, implementing new processes, or shifting company culture — success often depends not on the scale of the change, but on the partnerships built to support it.

Steps to Create Successful Change Partnerships at Work
Effective change partnerships at work foster collaboration, trust, accountability, and sustained commitment to a common goal.  Here’s a guide to creating change partnerships at work that enable smooth, impactful transformations in the workplace.

  1. Establish Clear, Aligned, and Meaningful Objectives
    Our organizational alignment research found that strategy clarity accounts for 31% of the difference between high and low performance. Every successful change partnership begins with a clear line of sight. BCG research found that when employees were explicitly told why their role in a change initiative is important to the company, they were 54% more likely to support the change. Conversely, strategic ambiguity can quickly derail change efforts, as each stakeholder may interpret key objectives differently.

    When forming a partnership for change with those most affected by change, it is essential that all parties define and agree on what individual, team, and organizational success looks like.

    How clear, aligned, and meaningful is your business case for change in the eyes of your key stakeholders?

  2. Foster Open, Continuous Communication
    We know from change management simulation data that open and honest communication is the oxygen of every effective change initiative. A culture of transparency is crucial, especially when dealing with uncertainty or unexpected roadblocks. Regular check-ins (e.g., weekly meetings, shared project dashboards, and daily updates) keep everyone informed and aligned.

    A robust change communication plan should include methods for sharing progress, addressing concerns, and celebrating small wins. Transparency builds trust, especially when stakeholders are candid about challenges, concerns, and levels of change urgency.

    Are you using clear and consistent communication to help manage expectations, reduce the risk of misunderstandings, and maintain alignment throughout the change process?

  3. Co-Create a Shared Roadmap with Milestones
    Engaging stakeholders early in the change process not only reduces resistance to change but also provides valuable perspectives that can improve the change initiative. Active stakeholder engagement also increases the likelihood that the change will resonate with a broader audience, making it more likely to take root in the organization. Once change objectives are defined and roles are clarified, change leadership should actively involve key stakeholders to create a shared change roadmap.

    An effective change roadmap highlights the business case for change, documents key assumptions, and outlines each phase of the change process into specific, time-bound milestones.  Setting incremental change goals allows stakeholders to celebrate achievements along the way, bolstering morale and keeping the team engaged. It also enables the team to monitor progress in real-time, which is essential for adjusting tactics and strategies when necessary.

    Are you co-creating a shared roadmap for change that empowers stakeholders to codify the collective plan for success?

  4. Build Trust Through Mutual Accountability
    Mutual accountability is a cornerstone of any successful partnership. Change initiatives often encounter setbacks, and during these times, trust and accountability are essential to keep partners committed. Each stakeholder should take responsibility for their assigned tasks, but they should also be willing to support others when challenges arise.

    Establishing accountability mechanisms, such as progress reports or peer evaluations, helps reinforce commitment and ensure no one is left carrying the full weight of the change process. When stakeholders hold each other accountable, it builds trust and reinforces the collective drive required to achieve shared goals.

    Do your key stakeholders feel enough trust and accountability?

  5. Adapt and Evolve Based on Feedback and Results
    We know from change management training that no organizational change process is flawless, and even the best-laid plans will encounter unforeseen challenges. Change leaders must regularly review progress and solicit feedback so that informed adjustments can be made along the way. Encourage everyone affected by change to voice their observations, propose new ideas, and suggest modifications.

    Change at work is a dynamic process, and successful change partnerships at work recognize this by remaining agile and open to course corrections.

    Do you have the change mindsets to allow for the flexibility required to capitalize on the lessons learned along the way?

The Bottom Line
Creating successful change partnerships at work is about more than aligning on objectives; it requires active engagement, transparent communication, and a deep commitment to accountability. By building trust and remaining adaptable, organizations can form partnerships that support transformative change and contribute to long-term success. When those affected by change fully engage in achieving shared goals, change initiatives stand a far better chance of yielding meaningful and lasting results.

To learn more about successful organizational change, download 5 Science-Backed Lenses of Successful Change Leadership

Evaluate your Performance

Toolkits

Get key strategy, culture, and talent tools from industry experts that work

More

Health Checks

Assess how you stack up against leading organizations in areas matter most

More

Whitepapers

Download published articles from experts to stay ahead of the competition

More

Methodologies

Review proven research-backed approaches to get aligned

More

Blogs

Stay up to do date on the latest best practices that drive higher performance

More

Client Case Studies

Explore real world results for clients like you striving to create higher performance

More