There is no question that in today's business world, the one thing that we can rely on is that change will always be the only constant. Whether it’s technological advancements, Artificial Intelligence (AI), market shifts, or evolving customer expectations, organisations must be agile and ready to adapt. The ability to navigate change effectively can be the difference between thriving and merely surviving.
As leaders, it’s our responsibility to prepare our teams for these inevitable transitions. This means fostering a culture of resilience, encouraging continuous learning, and providing the tools and support necessary for success. By empowering our teams to embrace change, we not only enhance their capabilities but also drive our organisations toward a more innovative and prosperous future.
Consider these statistics:
Given these compelling statistics, it’s evident that effective change management is crucial for organisational success. The high failure rate of change programs highlights the need for robust strategies. With many employees experiencing high stress during transitions, it’s essential to prioritise support and resilience. Employers have a key opportunity to proactively plan for change to ensure that any disruptions can turn into opportunities for growth and innovation. Furthermore, proactively addressing resistance, especially among mid-level managers, is key to fostering a culture that embraces change.
When organisations put in the effort to become ‘change ready’, they are able to quickly respond and adapt to both planned and unplanned change. The following 8 tips will help to build your business’ readiness to change and empower your leaders to build a change culture.
If you are starting a business from scratch, there is no doubt that part of your recruitment criteria would be to hire employees with the aptitude to change. However, with existing employees you either need to hope that this is already within your team or you need to train it. Start by assessing your change leadership competency and plan to bridge the gap.
Successful change is only achieved when employees have the appetite to change, the skills to navigate change, and the mindset to want to. It is common to have resistance to change, so you need the majority to be willing to work collaboratively toward the new, desired state. Understand who could be the ‘change champions’ and who will be ‘the roadblocks’ and tailor a plan to gain willing participants.
It is recommended that prior to a major change, there is an assessment on the change culture. Ask yourself:
When the leadership team operate like the secret service, it can create resistance and suspicion. Generate trust and buy in through regular updates and transparency. Provide clear options for the employee group for how and when they will be communicated with. Encourage senior leaders to be accessible to frontline workers to share feedback and concerns and set up e-channels for instant communication.
It is common for workers to fear the worst with change. When a large scale change is announced, employees commonly ask:
Fear paralyses a working group and it can become a large hurdle to move forward towards required change. Drive fear out by addressing employee concerns and replacing it with facts and transparency.
Resistance to change is common and driven by the unknown. It is much more comfortable to remain the same, than to enter into a different work environment. Build an appetite for change and reduce fear by asking employees ‘what if’ questions. For example:
Change deserves different perspectives and it ultimately requires collaboration. With impending business change, a group of different employees with diverse backgrounds and insights can bring the right solution to the table. When diversity is embraced in a change initiative, the wave of change is easier to ride. To ensure this is achieved, ask yourself:
When there is resistance to change, it is important to show that the wheels are moving in the right direction. Sometimes leaders want to wait until major milestones have been achieved, but the risk is employees will feel the angst of change and will not see the benefit. Sharing small wins and increments towards the bigger picture keeps the team focused and on board.
It may be leadership 101, but sometimes managers overlook the benefit of being at the coal face of change. You may have a degree in change management and a glossy transformation plan that won over the board of directors, but as a business leader, it is integral that you are prepared to experience the highs and lows of a change plan alongside those who are expected to execute it.
Remain inquisitive, invite regular feedback, and be brave enough to continually ask, “Help me to understand what I may have missed?”. When you are vulnerable enough to share the journey, you may be surprised at who wants to jump onboard.
Ai Group has experienced HR consultants who can partner with your business to devise workplace leadership strategies designed to increase engagement and operational efficiency. For assistance with your workplace matters, Members of Ai Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.
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Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
