Leading Change

“We are living in a moment of history where change is so speeded up that we begin to see the present only when it is disappearing.” – Scottish psychiatrist R. D. Laing

Yes, change is all around us every day! Most people say they hate change and yet they actually live with it and learn to embrace it throughout their lives. So, why is it that people struggle with change or even reject it out of hand when they experience it within their organizations?

Many books have been written on the subject of leading change. Most are helpful in helping leaders see the 50,000 foot view of leading change. However, just what is a leader to do when they know that change is not an option, but a requirement. Most find their way through it by a “do-the-best-you-can” methodology. I don’t think this has to be the norm nor does there have to be a huge complex format. [This is not to say that planning, preparation and a strategy are not helpful.] However, you can have all the formal trapping of leading change and still blow-it by violating three simple practices.

Please allow me to share three very simple rules or practices for leading successful change. [For the record … I have helped several organizations through successful change initiatives over the last 40 years using the three rules/practices as points of reference. I believe you will find success too.]

Practice #1 – Break the change into the smallest bites as possible. I have found that most people can’t swallow change because it is in too big of bites. We jam too much change on them. Hopefully, we do not go into a restaurant and fill out mouths completely with food to the point that we are afraid something will fall out … Well, that’s what happens with change often times . We just keep shoveling it out there and expecting people to just swallow it. They will reject large bites of change with gusto.

Practice #2 – Give people as much advance notice of the change as possible. People generally hate surprises. Oh, they may enjoy a surprise birthday party, but not a surprise change. Just watch people when they experience a detour sign on their way to work. The general behavior regarding surprise changes is one of rejection. I have found that when we have a history of giving people time to embrace change … they are much more patient and cooperative when change comes as an unavoidable surprise.

Practice #3 – Communicate! Communicate! Communicate! The hardest thing we do in business is all wrapped-up in the discipline and practice of communication. It has been my experience that effective leadership never takes the “path of least resistance” when it comes to communication. They go the extra mile … take the extra time … explain the important details … even when they are not required. Effective leaders have found that there is no substitute for communication when it comes to leading successful change. You must communicate in every way and on every frequency possible if you are to truly lead successful change.

So … how are you doing at practicing the art of leading successful change within your organization? You may not be leading a major organizational turn-around. You may only be experiencing a change in key personnel. However, as many could attest … small changes mishandled can have huge consequences within an organization. Some of which can have a far-reaching impact into the future. How many leaders have said, “If I knew then what I know now …” Try practicing these three rules of leading successful change. I’m sure you’ll find the results worth the effort!