How can you build a coalition of support for a transition?

Once a coalition has been identified and managed, the key question remains how to build a culture of change and sustain it over time to ensure the change becomes embedded in the organization's culture and operations. More often than not, the change coalition tends to dilute itself once the change program is over and it is important to have a well defined incentive mechanism (promotions - bonuses - involving HR through talent management conversations) in place rewarding employees and teams that demonstrate a commitment to the changes and contribute to their sustainability. This is particularly important to maintain newly established behaviors and ensure sustainability of change is built into the long-term strategic planning process.

To build a strong "coalition" or "change task force": ?? Take time with each member individually, if you can. Make space for them to challenge openly, and ask honest questions about the program. ?? Be clear about why you'd like them to be a part of the coalition and what their contribution looks like. ?? Ask the question directly, and allow them to select into the coalition (because if they join by choice, it's likely that they will be more committed and engaged). ?? Consider the strengths of the team as a whole and how they will work together. Make sure a range of stakeholder interests are represented and balanced.

As per my experience, before we communicate the vision and benefits, we need to listen to our stakeholders, to understand their point of views, their concerns and build a connection. Once you understand how they see the change through their eyes, we will be able to communicate the vision and benefits considering their view. It does not mean that their view will match perfectly with the vision, but having an honest connection with your stakeholder, will smooth the communication.

Additionally, fostering open communication channels and addressing concerns promptly helps build trust. Acknowledge the diverse interests and motivations of stakeholders and tailor your approach to resonate with their needs. Encourage a culture of continuous feedback and adaptation throughout the transition, ensuring stakeholders feel valued and heard in the process. This holistic engagement strategy enhances buy-in, strengthens commitment, and facilitates a smoother transition.

An often overlooked aspect in change management is the importance of establishing an emotional connection with stakeholders. In addition to demonstrating competence and transparency, it is crucial to understand their deeper needs and desires. By creating this empathy, you build an environment of mutual trust that strengthens collaboration and facilitates the transition process. Remember to value not only the achieved results but also the effort and dedication of each team member, promoting a sense of recognition and ongoing motivation. In doing so, you cultivate solid and lasting relationships, which are essential for the success of organizational change.