How can you create a culture of transparency during a change process?

It is said by some that knowledge is power. In my view and experience, knowledge is most powerful when shared. Effective communication and effective communication skills support the sharing of knowledge. In virtually any organization, employees are charged with responsibility to work together and support one another. These tasks become far simpler when knowledge is shared; when people remember to associate and align themselves and their tasks, they move beyond contextually comparing and contrasting. People find working together easier to do, just as achieving organizational goals become more clearly reachable. These are all stepping stones on the pathways to success, including successful change efforts…

In my experience as a pro facilitator words that communicate the vision aren't enough and are widely open to (mis)interpretation of intent and focus. Engaging people in the formation of a vision, in dynamically recognizing when it is emerging, and separating it from an outcome folks are attached to allows for adaptive responses as the world happens. The principles of risk communication were ignored by decision-makers during the pandemic so being aware and applying an understanding of how people feel about risk, vision and the positioning with where you're going vis a vis where you've been, is very important.

In my experience, communicating a clear vision not only hinges on clarity of the language, it should also relay a message that invites others to connect, be inspired and resonate with it.

Embracing change is vital for organizational growth, yet it's crucial to recognize its potential impact on employees. As a good leader, fostering a culture of transparency is key. It means openly communicating the reasons, goals, and impacts of change, while actively seeking feedback from your team. This article highlights six effective strategies to navigate change with transparency, ensuring a smoother transition for all. #ChangeManagement #TransparentCulture #HRInsights ????

Change is only successful when people truly embrace it. By inviting people to express their thoughts, ideas and sentiments, a sense of belonging rises up. The feeling of being seen and heard and appreciated for their contribution is what makes people buy nto change.

LET PEOPLE GRIEVE Change entails moving out of a current state that they have invested in. Part of what makes it difficult for people to accept change are people’s feelings around loss be it around time, energy, opportunities or other resources. For some people who have kept the current system stabilized in such a manner, it is also a loss in identity. We need to provide spaces where people can freely express their grievances. Safer spaces for people to share what pains them from the changes that are happening and to give voice to the doubts that are creeping in for them. We also need to cultivate spaces where we can support people to “harvest”. To give language to what they are currently liking or benefiting from the current system.

Like it or not, humans have five core emotions and fear is one of them. Fear of the unknown, uncertainty, and moving conditions require trust in yourself and a measure of empathy. Emotions become a compass and guide so using them, more than acknowledging them, to design a better process builds resilience and collective trust in team members and in the organization's capacity to adapt. This is more than a cognitive toolkit. It must come from the emotional source in each individual. Otherwise, it is disingenuous and transparent.

Emotions are the currency of change. Acknowledging these emotions and calling them by name is the first step towards acceptance and moving forward.

Change does not happen overnight. It moves isa very gradual pace, that we often don‘t recognize the change unless we keep tabs on it regularly. by constantly putting a pulse on the change and keepinng track of the progress, we create momentum and nudge the right behaviours that will accelerate the pace of change.

Feedback is a critical enabler of change. It beings to surface the impact of the change and presents an opportunity to shift the trajectory and direction of the change in relation to the change. Feedback also validates when the change is on the right track.