Essential Tips for Successful Organisational Change

Introducing change is complex and ‘emotionally messy’. If you are not prepared to deal with emotions then stay clear of leading change initiatives. That said, here are our tips to help you navigate the emotional sea of change!!

Get the Infrastructure and Process Right

  • Assemble a credible team to lead the change who ‘buy in’ to the vision and understand the organisation
  • Get the right people with the right skills to drive and implement the change
  • Engage specialists to identify and address cultural barriers
  • Enable feedback through two-way communication channels (in and out of the change project)
  • Encourage stopping of ‘old ways of working’ through reward schemes
  • Create Change Champions with accountability for delivering real changes
  • Continuously ‘scan the horizon’ for changes to internal and external factors and adjust your approach if you need to

Get the Messages Right

  • Communicate the vision, be passionate, credible and clear
  • Communicate urgency and consequences of not moving at pace
  • Address line manager’s needs, provide support, provide training, provide toolkit and most of all provide them with the communications to help them keep people informed
  • Explain who will be affected, why, how and when
  • Explain why decisions were made, why options were discounted
  • Clarify which data that your decisions are based on and why those data sets were chosen
  • Highlight strengths from the old way of working which can transfer to new state
  • Repeat messages and deliver them in a number of ways
  • Share and celebrate successes

Support the Individual

  • Acknowledge emotions of loss and if work is being stopped,
  • people will suffer if their previous hard work is unceremoniously ‘binned’
  • Help people to move on & let go of the past (farewell event, celebration of past achievements)
  • Utilise staff support services  e.g. assistance schemes
  • Align communications to where people are on the change curve and ensure they remain available to tap into as people progress e.g. held on intranets
  • Provide opportunities for people to engage in the change
  • Work with and encourage use of Trade Unions and Staff Associations