How To Lead Change In The Workplace

Business demands fluidity, which requires leaders to embrace change and take risks. Put simply, if you’re not ready to lead change then you’re not ready to lead full stop.

Mark Zuckerberg once said, “In a world that’s changing really quickly, the only strategy that is guaranteed to fail is not taking risks,” and he was right. Leadership is not a static endeavor. Successful managers not only acknowledge the need for business development but also are willing and able to navigate their team through change.

The prospect of change can be daunting. But if managed correctly, the process doesn’t have to be painful.

Here is an easy road map to engineering change in the workplace;

Create a plan.

Every business requires change in order to survive. If a company doesn’t innovate and react to changing market demands, it will collapse.

But make sure to not to make changes just for the sake of it. Before embarking on a journey of transformation, be sure to have a solid business plan. Identify the areas of the business that need to be updated and put a plan in place for its execution.

Understand the end goal.

It’s critical to understand the end goal and objectives before starting out. Ask, Where is the company today and where does it need to be?

A change leader must have the confidence and capability to change tack, though, if another path looks clearer and makes more sense. Listen to employees, be bold enough to adjust the direction the company is headed toward and dispense with pride if another route makes more business sense. The path for change and innovation is not set in stone.

Communicate clearly.

Communication is king when it comes to corporate change. From Day 1 it’s critical to have all members of the team be behind the leader. Be sure to keep everyone fully abreast of developments and ensure that employees understand the end goal.

Keeping the lines of communication open and involving employees in the change process makes it more likely employees will get on board. Give them the opportunity to share ideas, concerns, comments and suggestions throughout the period of change.

Corporate change should be an exciting, rewarding and worthwhile experience, with effective communication being critical.

Identify key players.

People react differently to a transformation in the workplace and the leader’s duty is to identify change advocates as well as potential saboteurs. Get key players on board from the beginning and take the time to walk them through the anticipated changes.

These team members are likely to be instrumental when new processes are put into practice and can encourage skeptics to participate and help sustain the morale of the rest of their departments.

Delegate tasks.

Leading from the front is important. But an individual leader cannot implement change alone. Delegate tasks to individuals across the team and assign firm deadlines for completion. Be sure to follow up with each individual and provide support when necessary.

While going through this period of change, be on hand to answer questions, provide guidance and offer support. By giving people responsibilities, more will get accomplished as others are encouraged to take ownership of the prerequisites for change.

Stick to the process

Making sure the changes become embedded in the organizational culture is the final step in Leading Change.  It needs to be ingrained in the culture and requires frequent communication and consistency. You must create an atmosphere that is supportive of the change and be able to show how the benefits clearly outweigh the old ways.

It all starts with the first step. So, what are you waiting for?

If you need help leading change in the workplace, book your slot for this Leadership Skills training and learn fundamental skills on how to effectively lead teams, organizations etc.