10 Quick-Fire Change Management Tips

For those involved in organisational change management, particularly when it is complex and you might be experiencing resistance from the “coal-face”, sometimes you need some fresh ideas to get you through your day and to get through to those around you.

Check out these quick-fire change management tips for the next time you need a little extra help…

• Learn to delegate effectively. You can’t do everything yourself so make sure there are people around you who are capable and trustworthy and can bear some of the responsibility to get things done.
• Be upfront and honest all the time. If there are problems, discuss them. If people are being resistant to change or outright obstructive then ask them why. If deadlines won’t be met then manage expectations in advance.
• Expect things to go wrong and make a risk management plan. If you have thought through consequences and possible solutions to certain risks happening then it won’t take you by surprise when they do happen – and they always do. You will, instead, be well-prepared to put in place mitigating strategies to minimise the risks.
• Think carefully about your communication methods – meetings, detailed reports and long emails are important but not necessary for every situation. Remember that informal communication can often be more useful in situations where people are worried about losing their job or concerned about not having the right skills to tackle their new job.
• Assess the skills and experience of those affected by the organisational change and make sure they have the opportunity to develop the new facilitation skills they will need. Don’t forget to remind people of the personal benefits of change – developing new skills and experience will bring a greater sense of job satisfaction and potentially open up new career opportunities.
• Don’t forget to continuously develop your own skills and capabilities with a professional change management course to help you deliver complex change more effectively and to be pivotal in effecting not just change but organisational transformation.
• Really listen to what people are saying – it can help you understand their concerns and allay any fears they might have. This will help when encouraging employees to embrace the upcoming changes and might even turn them into your best advocates.
• Be real, be human – if those around you can see your human side they will be more willing to take on board what you are saying, more willing to support you in the planned changes, and, yes, more willing to embrace the change.
• Don’t make assumptions – ever. Get the hard facts in writing and if you are struggling to do this, use some tried and tested techniques such as brainstorming, storyboarding or interviews to tease out what is in people’s heads.
• Finally, remember that change management is not so much a process but more about a journey to a new status quo that can transform people and organisations; and embed a new way of thinking and doing things. Who wouldn’t want to embrace such a possibility?