Managing Change Isn't Just About Communicating More

Although increased communication is a major component of implementing and sustaining a change initiative, just because you are communicating more doesn't mean you are managing change.  There is so much more to managing change than increased communication.  I've listed a few below.


1.  Creating A Compelling Vision
2.  Having Empathy For Those Going Thru the Change
3.  Empowering Team Members to Help With the Change
4. Overcoming Resistance

And most importantly, Leading the Change Effort
Let's take a look at what that means in a little more detail. The aforementioned list indicates your first requirement is to create a compelling vision.  I promise to write more posts on this topic in the coming days and weeks but the bottom line is, the book of Proverbs says it best - without vision, the people will perish.  


After creating the compelling vision, your job is really to be human and empathetic to those going through the change.  Again, more to come on that topic.


Empowering means you need to give them control over anything you possibly can give them control over.  Let them provide input.  Let them run with ideas (within reason).  People don't like change because it makes them feel powerless.  Give them whatever power you possibly can.  


And overcoming resistance definitely requires it's own post.  Sorry, no time for that today.  


Today, we are going to focus on you and how you can lead the change effort after the compelling vision has been created.


Being Visible - One of the biggest mistakes leaders make when implementing change is to spend more time behind closed doors.  They don't want to deal with the bad attitudes, frustration, and questions of the employees so when they aren't in meetings they are in their office with the door closed.  When you are implementing change, your face time quota needs to be increased.  Cancel some of those meetings.  Send a delegate.  Ask for an agenda and determine if you really need to be there.  


Demonstrating Enthusiasm (Even When You Aren't Feeling It) - I guarantee your employees are watching your every move.  If you look tired, frustrated, and unhappy, that is their tip that they should be frustrated and unhappy too.  You need to wake up each day and put on your game face - fake it till you make it if necessary.  


Providing Clear Direction on a Daily Basis - Depending on how big the change initiative is, your people will need your guidance and direction more than ever.  With most change initiatives, there is a lot of new information being provided.  It's difficult to retain it all.  They need you there, visible, empathetic, and providing clear direction as well as encouragement.


Listening - Remember, change is stressful.  It conjures up fears you would not even expect to happen.  What we don't know, we make up.  And in this economic climate, employees are often making up the worst.  Sometimes they just need you to listen.  That doesn't mean one up them, convince them of why they shouldn't feel that way, or tell them not to worry.  It simply means "listen."


Enlisting the Help of Change Agents on Your Team - The final step in this category is to enlist the help of change agents on your team.  I'm talking about the people that are catching on quick, those that are adaptable.  Ask them to help you help everyone else.  Make sure you keep these people energized and engaged so they can create the domino reaction you need to implement the change successfully.  


For more information regarding managing change, see my other blog post titled "5 Steps Toward Implementing Change"

Also, John Kotter has great material in his book Leading Change