How do you create your own change management style?

The biggest barrier of Change Management is self resistance to change. We normally are comfortable with the style we are in for long . But sooner we realise its need ,it is better when it is triggered with opportunity for improvement or any mandatory situations around our ecosystem . Internal Change Management starts with intrsopection,feedback, embracing changing technology etc.Once we systematically plan and execute change management,it brings a lot of positive impacts on us. As said,challenges of change management to be appreciated and worked upon. At the end,no one else but self is benefitted and in turn, we deal with our stakeholders with more systematic approach and confidence. It's a journey in itself towards achieving our goal.

Picture change management as a puzzle – each piece represents a different aspect of your approach. Instead of just fitting the pieces together, think about adding your own colors and designs to them. Don't be afraid to mix and match techniques or try new ways of connecting things. Just like adding your personal touch to a puzzle makes it special, tailoring your change management style to your strengths and personality makes it effective and meaningful.

Its an interesting question this one and raises more questions in me as a professional about the end of goal why we would want to create our own change management style and what this actually refers to. some ideas here: - Individual consulting style: Assessing your individual strengths and weaknesses along side role descriptions of a change manager is a great way to start. As a profession we have a lot of opportunity to shape our career. - Change management method: This would need a clear purpose and there are already a lot of good approaches and methods to draw on, so its not necessary that one has to create a completely new style here but take the best of whats out there for the situations you are dealing with.

Owning your Change Management style takes knowledge and experience. Learning what works for you and it is effective with your clients will start informing your style. And if you continue to cultivate that, you will get to a point where you would have developed a style. For me, it was the focus on the co-creation of a shared narrative through meaningful conversations with stakeholders. Recognizing that commitments, rather than mere tasks, form the backbone of this narrative, and being prepared to navigate breakdowns as inevitable but valuable steps toward breakthroughs.

Learning the different already available models and methods is a great way to find your feet in Change management. The only thing that I see gets lost more often is the recognition that a method or model is made for a specific purpose and isn't a one size fits every project. They each have strengths and weaknesses and for my feeling, the truly experienced consultant will have a framework for delivery that ensures quality while enabling the use of different tools to bring the best fit for purpose solutions and approaches to the table.

Although my work is typically internal “consulting” and “coaching”; I can agree with the importance of beginning where those you helping transition currently are in their journey. Choosing the right approach and tools for each person, team or organization will be important. Monitoring the effectiveness will be critical to success. I’ve experienced collecting feedback and it is great input to ensure progression! By having knowledge of different approaches you are well positioned to meet needs and expectations of stakeholders.

Definitely an advocate of experimenting and learning from the good, the bad and the ugly. Trying out an approach the first time is very different from the 5th if you have been perfecting it with each project as you go. In my experience as a consultant the times when you have 3-4 projects going at the same time are great for experimentation because you can try out slight variations on each of the different situations and work out on-speed how to really improve impact of the approach.

All will depend in the way a person coordinate thinking. We are different and th purpose of leaders, manager's, consultants is apply the method in the same way.

Closing the communication loop is vital for project success. Its easy enough to send information and even ask for feedback or organise Q&A sessions. The problem with passively giving feedback option is that people might or might not see it, and even if they do might not feel they have a good enough reason to submit something. The problem with Q&A sessions is that they only cater for those invited, so we need to be really sure that we have everyone. A stakeholder map that is continually updated is a good approach to capture stakeholders but doesn't necessarily solve everything. Actions like reaching out to stakeholders 1-2-1, testing new stakeholder groups that might feel impact by doing the same can really make a difference.

Your style should be based on who you are and what your values, strengths, and skills are. Use this as a North Star to help you expand on your capabilities. Once you know this, look for resources (i.e., books, videos, other people, etc.) who exhibit these attributes very well. This will allow you to learn from their experience(s) and further develop your level of the skill. Lastly, think of the words and the mannerisms that you display. Do they align with your style or contradict them? Your style also comes across via body language, thoughts, and actions. It will influence how you lead and how others trust you to lead the way change works.

Know your audience. A key step to messaging and managing change is who and how your audience is impacted. Knowing your audience allows for tailored messaging geared to executives, practitioners or a general audience. This approach also requires you to "step into the shoes" of those receiving change - positive or negative - to convey the correct, appropriate level of detail to change messaging.

"Style" generally refers to the idea that there is a distinctive way of forming something that expresses preferences. Naturally then, your own style will be expressive of your own preferences, but if you do not have a persistent form that is identifiable representing you, then there is no style. You do not have to invent your own style; it is perfectly legit to adopt a style from someplace else because you see in it your preferences. Rather, the key issue is that style does not have any effect as representation unless it is communicating. 90% of the point of having a style is about how you repeatedly communicate successfully to a given audience when you are addressing that audience. Don't confuse style with methods and processes.