Little-Known Strategies for Leading Your Team Into Uncharted Waters

• 74% of executives fear change.*
• 42% of Middle Managers and 27% of Employees are most resistant to change.**
• 75% of organizational changes fail because they need to create momentum among the employees to implement and sustain the changes properly.***
• 69% of Managers are uncomfortable communicating with employees.****

 There are five steps every organization should take in identifying and leading the changes that will shift your organization and teams with a measurable level of positive engagement. The following steps are crucial to driving momentum and building expectations and excitement. Communication and transparency, deep and wide, throughout the organization are critical in each step.

1.  Everyone must be clear on the problem that needs solving. Too often, assumptions are made regarding the specific situation and understanding its impact on the organization. Find the individuals closest to the problem, those dealing with the issue daily, and couple them with leaders who will help adequately define the problem and the key objectives and results desired to be delivered by the solution within the specified timeframe.
2. Test the group's hypothesis defining the problem with a cross-culture of users (clients. Customers, vendors, employees, whoever will benefit from the change). Please don't do anything about the input of a small group of people. Everyone experiences situations, workflows, services, and products differently. You'd like to identify the trends which will reveal the most prominent gaps and the ideal solution satisfying the majority.
3. As you design and share your progress prototypes of the product, service, or workflow, transfer the design often with those directly and indirectly impacted. It is essential to show and tell your creation to get early feedback if you don't mind. You will also be able to adjust your design as you receive feedback from your constituents. Don't avoid the resistors. Seek out resistors. Understanding any gaps or pitfalls is better before you deliver the final version. Communicate broadly the results of your design efforts to help people understand how the change is shaping up and early indications of the benefits and key features.
4. Timing is everything. While the development or leadership team may be excited about releasing the great work you accomplished, when and how you implement the change is equally critical. Balance the rollout or implementation with other efforts underway and impacting the same users to minimize frustration and overwhelming change. Go for it when changes are related and make sense to implement simultaneously. If a different shift or situation impacting the organization should proceed with your change, be willing to wait for the optimal release date. The last thing you want to happen is to have your great work rejected by those you are trying to help because of poor timing. Be able to release a great idea at just the right time.
5. Celebrate and brag about your success and the positive changes you created. There is nothing like the good press to reinforce compliance while creating cyber chatter and live conversation about the hottest new product, service, or workflow in place. Address issues that are raised immediately with a positive attitude. Remember, when you know better, you do better. More information allows you to refine your work. Your positive response wins more advocates and supporters for the work you produce. Communicate the enhancements and acknowledge those who brought the need to your attention. You will have more people helping you to sustain a strong momentum. The key to success is communicating, confronting, committing, and communicating.

 To learn more about my work, visit www.DestinySpeak.com or message me on LinkedIn if you'd like to hear more about the Training and Development programs I offer and how I can help your key players create a healthy culture where everyone thrives.

*Accenture 2017 Financial Service Change Report

**Best Practices in Change Management – 11th Edition

***PriceWaterHouseCooper report

****Inc Article referenced an Online survey by Harris Poll