Change Management Strategies for Leaders

In organizational change management, managers and leaders play a significant role. They are the champions for the change, as employees’ supporters. They are also responsible for reinforcing the changes. In as much as several studies show that there is a high failure rate associated with the change management initiatives, but another study suggested that the most essential characteristic of successful change management principles requires the involvement of the managers and leaders; the managers and leaders, at all organization’s levels, are the levers of change. Since leaders must be involved in the employees’ daily work routine, there is a need for them to consider implementing these change management strategies for the chances of organizational success to increase:

Have a Clear Vision

An effective leader understands the impact of having and sharing a clear vision with employees in a way that they can understand and get inspired. The vision ought to outline what will remain the same and what will change in the organization, individual, and team. Apart from reading and hearing about the vision, it is recommended that the employees must understand it for them to be effectively involved in the change management activities. If the vision is communicated many times and in different mediums, the employees will clearly understand the planned change. The following are some things that the leader ought to consider to come up with a clear vision:

  • First come up with a clear picture of the organization’s goal; let the employees know how the change management is going to assist in achieving the goal, and how it will be affecting the employees on an individual basis.
  • Then talk with the workers individually about the changes.
  • Finally discuss the organization’s vision in town-hall gatherings, meetings, and on the company website.

Leverage the Change Management Timeline

Organizational changes need strategies before, during, as well as after their implementation. As a manager or a leader, throughout the timeline, considering the following steps is important:

Before change management

Start asking employees about their readiness for change; this can be successfully achieved when surveys are used. The change initiative ought to be related to the communicated employee goals. Remembering that “people don’t resist change, they resist being changed!” can assist you in preparing your employees for changes that are about to be implemented.

As a leader, you need to be in a position of recognizing milestones, as well as employee actions in relation to the desired changes. It is through this that efforts will be kept alive. In meetings, leaders ought to praise the continued commitment and progress of the team, and emphasize items, which are crossed off the to-do list.

After change management

It is the responsibility of the leader, in relation to change management, to reinforce the initiative’s goal with the help of questionnaires or surveys, which assesses how change can encourage effective transformation. Responses ought to be used in determining if further actions should to be taken.

Support Your Workers

The most recent MRI technology is in a position of showing what is happening in our brains when we face serious organizational changes. It gives us a better understanding of the feelings (i.e. fatigue, anger, anxiety, and fear) associated with the approach. The change management for HR can only be successful if they can gain the support, as well as commitment, of their employees. HR ought to use a the change approach that can mitigate emotions, such as resistance and fear.

Effective Two-Way Communication to be Encouraged

Some individuals are known for seeing and hearing information as often as possible for sustainable behavior changes to be achieved. Moreover, the possibilities of the success of the change management for leaders seem to be greater if the employees have the freedom of communicating with one another. Change management and communication cannot be separated. Therefore the following are some of the ways to consider if you want to have a healthy two-way communication:

  • Give employees opportunities to share with you about opportunities and challenges. Share ideas in team-building sessions, meetings, and team off-site activities.
  • Recognize the significance of casual social interactions. Also describe how shared experiences can assist employees when it comes to making sense of the changes being experienced.
  • Communication bottlenecks, which can block the change, ought to be identified and addressed.

Pay Much Attention to Skill Development

If employees possess time management, stress management, and communication skills, it becomes possible for them to embrace change. Moreover, they will not only be better equipped but also feel more comfortable. The change management training for managers suggests that there is a need for providing change management training. It concerns employees and managers, in addition to implementing reinforcement strategies that can promote ongoing learning and real-time coaching.   

Efficient change management principles encourage the active participation of leaders. Managers can also be part of the implementation of the above-mentioned strategies. Though the actions taken by leaders to implement the changes vary based on their leadership styles, role, their commitment to the change initiatives, together with ensuring their success is the underlying commonality.

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