How to Kick Off Organizational Change — 18 Must-Have’s

How to Kick Off Organizational Change — 18 Must-Have’s
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How to Kick Off Organizational Change — 18 Must-Have’s
Organizational change is complex.  It is also an essential process for companies seeking to adapt and remain competitive. The ability of a workforce to change quickly and collectively is one of the most important and challenging tasks leaders face. Here’s a comprehensive guide outlining how to kick off organizational change and set the stage for long-term success.

The Problem with Organizational Change
We know from project postmortem data that most large-scale change efforts do not achieve their objectives.  Most are either aborted before implementation, go awry as they begin, or never develop the expected business results. We know from change management simulation data that change most often fails because leaders are ill-equipped to help people to understand, become involved with, and commit to change.

People all agree that change is happening every day, but they are less clear about how to get it right.  For organizational change to have a chance, change management consulting experts know that leaders need to stop withholding information and blaming employees for resisting change and understand that the success of change depends on their ability to effectively lead people through it.

18 Must-Have’s to Kick Off Organizational Change
At some point in their career, most leaders face changes that affect different parts and layers of their organization.  To kick off organizational change right, make sure that you have:

  1. A persuasive story of why change is necessary.
  2. A shared vision of where the organization is going.
  3. Full leadership commitment to the new ways.
  4. Early and active involvement of everyone affected by change.
  5. Continual open and honest two way communication to everyone.
  6. Clear, agreed upon, and fairly implemented policies for workforce transition.
  7. A thorough stakeholder analysis of who will be impacted and how.
  8. A change readiness assessment that outlines the organization’s capacity and willingness to change.
  9. Investment in the resources necessary to support the transition.
  10. Customized change management training for change leaders.
  11. Customized training programs to equip employees with the skills, attitudes, and knowledge they need to adapt to new roles and ways of working.
  12. Meaningful support for people’s personal difficulty with change.
  13. Transition structures and policies to manage the pace of change.
  14. Challenging people to question old ways and consider new paths.
  15. Learning and reinforcement of the new ways by individuals, teams, and the organization.
  16. An agreed upon and well-structured change plan with agreed upon milestones and success metrics.
  17. A plan to celebrate quick wins to highlight early successes, demonstrate the benefits of change, and sustain enthusiasm.
  18. A process to adapt strategies to evolving circumstances.

The Bottom Line
Kicking off organizational change requires clarity of purpose, aligned leadership, and employee engagement. By establishing a compelling vision, fostering open communication, and creating a solid roadmap, leaders can set the stage for successful transformation. Remember, change is a journey — sustaining it requires ongoing commitment, adaptability, and a relentless focus on the goals ahead.

To learn more about how to kick off organizational change, download How to Mobilize, Design and Transform Your Change Initiative

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