Managing Change
Why Is Change So Hard?
We want to change… but we haven't created a culture of unified action in a new direction. Here are six reasons we struggle to change when the time comes, and what we can do to be ready.
6 Common Barriers to Change and how to BREAK them.
We Lack Understanding. We haven't made our vision, values or plans clear.
We Lack Confidence. We haven't created a culture that expects and encourages efforts to improve.
We Lack Unity. We haven't attached meaning and expectation to our need for change.
We Lack Capacity. We haven't made time to change with intention.
We Lack Leaders. We don't have leaders ready to empower or we aren't comfortable letting go.
We Lack Follow-Through. We haven't set consistent structures and rhythms to execute change.
There are steps we can take to be ready to change successfully in the future.
Steps to Effectively Manage Organizational Change
When is a change implementation completed? When it is a consistent, accepted part of our culture.
01 | Articulate a Shared Vision
If we accomplish our vision, what will be the fruit?
If you are the visionary, take time to articulate what the vision looks like when it is accomplished, and set the expectation that earnest efforts to innovate are celebrated.
If we are assigned leadership of a project, create key messages that can be repeated so that people remember why and how we are changing.
02 | Understand an Honest Starting Point
Where are we now, what strengths can we leverage, and what gaps must we fill?
Reviewing metrics tells us where to look to understand our own behaviors, how people are engaging with us, where we tend to do well, and where we need to improve.
Collect staff and volunteer perspectives to gain their front-line insights on how our processes are working in real life.
03 | Chart a Clear Pathway
What major steps are required to get from our starting point to our future vision?
Brainstorm what needs to change to reach the destination of your project or initiative.
Prioritize the changes that will have the greatest impact in pursuing the mission and vision.
Think of a realistic order and timeline for making these changes happen.
04 | Identify an Influential Champion
Who makes connections, is eager to coach, and removes barriers?
Find a leader who can articulate the vision, motivate a team, bring potential out in others, and remain focused on the finish line.
This person does not have to be a lead team member, although it can be if the team is still growing in strength. If this is the case, bring along a co-champion who can grow in their leadership and help carry the load.
05 | Build a Diverse Team
How can we leverage various perspectives, experiences, and expertise?
Select contributors with different strengths: formal and informal leaders, high-potential leaders, creative thinkers, stakeholders, and subject matter experts.
Resist solving challenges alone. We won't grow anyone else in the process if we don't expose others to problem-solving and critical thinking opportunities.
Create buy-in and advocates for change by allowing team members to contribute creatively or administratively.
06 | Work Through Shared Systems & Tools
Can we store and share actions, timelines, and responsibilities in real time?
Build a master, prioritized project plan and reporting tool using a shared management system.
Create standard progress reports to understand actions completed, next steps, challenges, and resource needs.
Utilize centralized document storage, such as a shared or web-based drive, rather than looking for the most recent drafts and edits in email messages.
07 | Commit to Communication Rhythms
Where will conversations and collaborations happen? How will we keep people informed?
Schedule regular progress reports to important audiences such as the lead team, directors, staff, and volunteers.
Hold standing meetings with project champions and their lead sponsor to ensure progress and remove barriers.
Make announcements to staff and other stakeholders as information is ready to be shared or changes are ready to be implemented.
