How To Be a Successful Leader of Change in the Human Services Sector

We've been hearing a lot about change recently with the organsiations we have been working with. Change is inevitable, but navigating these changes may sometimes need a bit of push and guidance and not left to chance.

I have noticed some NGOs in the?Human Services sector have done itwell, and others have not when change is in front of them. Those that have succeeded have been able to quickly adjust and align when changes occur from the top down.

As a leader, you must act fast to steer your team during these times of transition to ensure longevity and success. Based on our observations we have put together some top tips from other Executives and Leaders within the sector who have been successful in implementing change.

So, whether you're in the midst of a significant change or looking to stay ahead of the curve, the following?tips on being an effective change leader can help ensure success for your?team or organisation to navigate such changes.

Research the Impact of the Changes

Before you implement a strategy to help your employees navigate changes, first understand and assess the impact of those changes. For example, in case of technological or funding changes, conduct an impact assessment to predict how these changes might affect the operations of your team or?organisation.

For instance, technology may change how your staff interacts with the population you serve, resulting in a greater need for training and development. Additionally, the budget and associated funding changes may require you to redistribute resources or restructure organisational roles.

As such, by understanding how these changes will alter the day-to-day running of your organisation, you can better plan for the transition.

Communicate Openly

Your team looks up to you for updates and direction. So, inform your staff about the changes and their implications as early as possible. Offer short-term updates on how the changes will affect day-to-day tasks, such as workflow adjustments or reassignments. And explain long-term impacts like career development opportunities that may arise from the changes.

While at this, use encouraging language. If the news sounds tough, reframe the information as an opportunity for growth.

Reassure Your Team

You want your team to feel secure even in times of change, so make them feel that their place in the organisation is secure. Whether it's offering an opportunity to reskill, upskill, or any other type of support, equip your team with the tools they need to handle to handle changes.

For example, technology that can automate?tasks your team has been doing for many years may emerge. In this case, some staff members may feel their job security is at stake. You may train the team on the new technology and software to avoid such a situation.

Additionally, give your team room to voice their concerns regarding the changes. This tip is handy for significant developments such as?mergers or changes in?government funding models. By creating a platform to express their concerns, your team will be better positioned to develop solutions by offering reassurance that the changes are there to benefit them.

Leverage Data Analytic Tools

The digital age calls for data-driven decisions. Utilise analytical data to make evidence-based decisions and understand how your changes impact your organisation in real time. This tip helps you take corrective steps accordingly if needed.

You can also use data to benchmark performance and understand the profitability at each stage. For instance, suppose your team is retraining for new tools and software. In that case, you can track how incorporating the technology improves efficiency and productivity in the organisation.

In return, you can easily show your team how the change is handy and how they can use the development to simplify tasks.

Align Your Change Strategy With Your Mission

Your organisation's core mission and values should remain constant even as you navigate the changes with your team. Whether it's technological changes, funding, or even operations, ensure that the strategy to handle such changes remains aligned with the organisation's mission.

For example, if your organisation's mission is to assist the elderly and disabled, don't let operational changes distract you from the cause. In the same way, if your organisation's values are integrity and respect, ensure that the changes you make to move forward with the transition follow those values. We have seen this done very well and others not so.

Be Proactive

The faster you act on the changes, the easier to manage them. Start by setting?clear goals that are tangible and achievable. This will help you stay focused on the outcome of the changes without overlooking what's happening in between.

As the leader, embrace flexibility and be open to different paths to reaching your goals. You can always turn to plan B if your first plan goes wrong.

Moreover, actively promote collaboration among your team members. When staff members work together, they will likely adapt to new roles faster during periods of change.

Finally, watch for external influences affecting your organisation's operations or services. Stay up-to-date with current trends and policies so you can adequately prepare to tackle whatever comes your way.

Final Thoughts

Leadership in the human services sector is challenging, especially with the ever-changing landscape of technology, funding, and government policies. But things get more manageable with the right strategies and mindset.

So, by learning from others, follow these tips and hopefully they will help to empower, engage and motivate your team members to navigate change ahead of you smoothly.