Introducing Change & Leading Teams Through Transitions
Change is a concept we all routinely deal with in life, and quite honestly, in retrospect, it has always been an uncomfortable thing to manage.
It is for this reason, and this reason alone that change being introduced to groups of individuals with their perspectives, biases, and personal risks is challenging.
From a management perspective, I have only really seen it mastered by those management team members who primarily understand people, secondarily understand timeliness, and lastly understand management right down to its core.
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It is an Absolute Art Form!
Introducing change to a team can be broken down into milestones, tasks, and phases when in structuring it out as a “project.” It is often in these areas where people typically go wrong.
Managers must be aware of what “the change” will mean to their teams and how their current environment will improve, but first, they must win the confidence of their team members.
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Therein Lies the Challenge
Introducing change without understanding the “people” component is setting yourself up to fail.
Your team members have to be able to trust that the change will be for their benefit to be fully adopted and implemented successfully. Implementing change fails because managers without the appropriate training will focus on project execution and will disregard all the qualitative aspects of managing change or vice versa.
“In fact, according to research by McKinsey & Company, about 70% of all changes in all organizations fail. After almost two decades of profound change from corporate reorganizations, new software systems, and quality improvement projects, the failure rate remains at 70%. As an executive, you know the cost when a major project fails. That’s like throwing money away and wasting months of effort.”
In my experience, there have been several vital areas that have been critical to managing change:
- Understanding Change and People
- Having Self Awareness
- Discovery
- Explaining “The Why”
- Conveying the Vision
- Selling the change
- Removing uncertainty
- Making sure the time it right
- Seeking feedback
- Measuring the success
- Rewarding team members
Knowing how to navigate these areas has made all the difference between success and failure.
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