The First 3 Steps to Creating a Climate for Change

faces

Creating a climate for change is the basic building block and foundation of a change project. Successful change is often achieved by following a systematic approach to transformation. Follow these first 3 steps to lead change:

  1. Communicate a sense of urgency when driving change.

A necessary level of energy is required to get the change off the ground. To accomplish heightened energy levels motivation and determination are key to change. In addition, change managers and project managers must build a sense of urgency about the change. Reduce insecurities amongst staff and feelings of fear, anger and complacency that may have developed within the organisation. Change can be difficult for employees to accept but understanding why the change is happening and what the changes mean for them can improve the receptiveness to change. Helping individuals understand and make sense of what change means to them.

  1. Build Guiding Teams is essential for the success of a change programme

Leaders who are enthusiastic, focused and committed will lead change successfully because they will have an in-depth understanding of the concepts of change and model the right behaviour. Strong leaders will take accountability and drive change with a drive of determination and with positivity and confidence change the behaviours of others leading staff to appreciate the need, and know how to, adapt their attitudes and behaviours in response to change.

The objective of the leader is to guide teams and people so that they can adapt to and appreciate ‘the new’. Don’t forget people are at the heart of change and they will determine the success or failure of change.

Integrating people fully into the business process and planning is always almost a challenging initiative. Prioritise building the people dimension into the strategic thinking to increase energy levels, knowledge and creativity amongst people within an organisation.

  1. A clear vision which is achievable.

Creating a clear concise vision within an organisation which is achievable. Ensure that the vision describes the key behaviour required in the future state so that the strategies so that the KPIs can be created to support the vision.

Rebecca Newton explains how the role of cultural change doesn’t rely on HR alone. There are some important and interesting points in this article about cultural change. Read Rebecca’s article here: https://hbr.org/2016/11/hr-cant-change-company-culture-by-itself

 

Love what you read, then share

Leave a Reply

Your email address will not be published. Required fields are marked *