Here's how you can navigate change in a small entrepreneurial team.

The way human beings respond to change is interesting - you will have one group in a hurry to change because they can already see what 'tomorrow' looks like. Then you have other groups not at all willing to change because they like how things currently are and then you have other groups who are completely oblivious to the fact that anything is changing! And this is why following a s structured way of managing change is so beneficial. If we follow the ADKAR model, for instance, A stands for Awareness. We need to spend time making all concerned about what is changing, why it is changing and how things will change. It is very possible that while people may not like the change, they may come to understand the reasons for the change.

Very important! But what do we do when we have to tell others about change that will adversely affect them? If it is inevitable, then it is important to address it as soon as possible. It is important not to waste time, so as to give recipients of the adverse change more time to adapt and prepare for the difficult time ahead.

At Bosch, during our shift to cost reduction in 2019, open communication was pivotal. Top management at the Nashik plant prioritized transparency, holding open forums and small group discussions. They shared regular updates, explained the reasons behind the changes, and listened to employees' concerns and ideas. This approach built trust, reduced resistance, and fostered a collaborative environment. By keeping all communication channels clear and active, we ensured everyone felt involved in the process, leading to innovative solutions and a stronger, unified team. Transparent communication didn't just inform; it empowered employees, fostering a culture of collaboration and innovation crucial for navigating the competitive market landscape.

Empowering your team is essential for effective change management, providing the tools, authority, and confidence needed to navigate change successfully. Tata Group’s Tata Innovista initiative exemplifies this by encouraging employees to contribute ideas for new projects and improvements, leading to numerous innovations and showcasing the power of employee involvement. Similarly, Infosys uses its iEngage platform to include employees in decision-making for change initiatives, boosting their commitment. Wipro’s "Digital Academy" provides training to help employees adapt to new systems, ensuring smooth transitions. Empowering your team creates a proactive and resilient workforce ready to thrive during change.

Giving team members the boundaries they are to operate in is important. For example, if aspects of the change cannot be shared widely, it is important to take the time and explain. Also, it is important to realise that there will have to be a time limit on how long these conditions are to continue.

Create a habit of agile daily practices, like brushing your hair. You act without thinking. Agility mindset will by its self grow!

Having an agile mindset can be helpful during a time of change. I specifically like 'stand-ups' - all items of a backlog owned by everyone and during the stand-up, there is an opportunity to give a truthful account of what was delivered yesterday, what will be delivered today and what stands in the way of today's delivery.

Short term goals must be presented with consistent, exceptional, accurate timely and quality reports. Share with all stakeholders