Here's how you can navigate the common mistakes entrepreneurs make when managing change in their businesses.

It common to have fear. It keeps you alert. My view. The three positional rocks across and along a riverbed, are same as human's fear or resistance to changes or a new challenge faced. First rock is in continuous movement to change by erosion, the second rock is in partial change by erosion, the third rock is resisting change by distance to the riverbank and water erosion. All undergoing different levels of fear and resistance to individual change Until all fears becomes esteemed by confidence.

Having clear answers to the Wh- questions on the change will set it off on the right foot. Before embarking on the change journey it is important to articulate - why do we need change? - what will change? - who will need to do their job differently and how? - when will the change occur? Change can be administered effectively once there is clarity on the above.

Buy-in doesn’t have to equal agreement. Consensus is the process of getting everyone to agree on a solution, while commitment is more about buying into that solution. During periods of change in a company, you may not get to consensus — and that’s okay. You’re ultimately seeking a commitment from the team to move forward with the changes, knowing that they are being implemented for the greater good of the organization and the people you serve.

I want to be careful about the comment that change shouldn't be dictated from the top down. It does need to be led and demonstrated by the leadership, but I agree that input from everyone who will be impacted should also be sought. A balance that works well is 'freedom within a framework'. Leadership states the problem, that resource will be focused on improving it, and that everyone needs to be involved (non-negotiable). Ideally they will lay out 2 or 3 acceptable end games in which they think the problem will be solved (the framework), and invite people to help them to work out which of the approaches to follow (the freedom). This kind of structure can be followed throughout a change initiative.

Effective communication is essential in managing change. Avoid common mistakes by ensuring messages are clear, consistent, and frequent. Use simple language, maintain transparency, and keep information flowing regularly. Engage employees through two-way communication, listen to feedback, and address concerns. Utilize diverse platforms and show empathy to support those affected by the change. Focusing on these aspects helps prevent misinformation, maintain morale, and promote a smoother transition.

Before embarking on the change, decide how you will measure success and at what intervals. This helps create a shared understanding of what is expected from these changes and when to reevaluate the plan if those metrics/milestones are not met.

Connect the changes being made to the overall vision of the company. While some of the changes may seem difficult, bring the team back to the fact that these changes must be made for the greater good of the company and the impact we want to make on the world.