17 Oct The Often Overlooked Component of Transformational Change
Oftentimes, a transformational change is pushed onto people, resulting in anxiety or concern for the future. While a communication plan may outline messaging to share details of the change with your team, and you may provide training to prepare them for the change, that’s not enough. Your people need to feel like they are part of the decision-making process throughout, so that they are more likely to champion the change and facilitate its success.
– Is the case for transformational change defined so that will be understood and appreciated by your team?
– How do you evaluate your team’s readiness for the change?
– How do you engage every level of the organization to socialize the need for change and communicate the impact the change will have?
– How will you monitor the progress and results of the change management plan as it relates to the program’s objectives?
This is especially important to consider as baby boomers retire and younger generations become a more prevalent part of an organization. This generational shift will lead to widespread cultural changes within organizations, necessitating new engagement tactics than the past. In general, there is no “right” way to handle change. Every situation is unique, even within the same organization, so developing and executing a thoughtful change management program is a necessity.
While it may seem obvious that you need your people to rally around and adopt the change in order for it to be successful, we have encountered many situations where the people aren’t a priority – and the results unfortunately speak for themselves.
Let your people be the valuable asset that they already are to help drive and sustain transformational change. To learn more about how you can craft a structured change management strategy and execute a plan that prioritizes your people, please contact me at firstname.lastname@example.org or 484.380.2701.