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21 things to do to manage change successfully

Quick tips on leading, managing and dealing with change.

 

21 things to do to manage change successful

And ... the 21st birthday of Go MAD Thinking theme continues. Here’s 21 quick thoughts on things to do for successful change implementation. Short and sharp tips to spark ideas and further thoughts.

 

Leaders

 

1. Be change ready. How are you reacting to the change? Have you gone through transition and reached acceptance?

2. Create the vison for the change. Give clarity of the future direction. People need to be involved in moving forward, feel inspired and understand that the best aspects of the past are remaining the same.

3. Be committed to the change. Show you are an aligned team, acting as role models and change champions.

4. Give a consistent message. There’s nothing more disruptive to change than leaders giving out conflicting messages and information.

5. Be aware of the human factors of managing change. In addition to planning and managing the external change, make sure you have planned to manage the people issues of change.

6. Use the Go MAD® Leadership Framework to assess your fitness as a team to implement change. 

7. Communicate, communicate, communicate! Give positive, optimistic and consistent messages covering aspects such as; the vision, the goals, the reasons for the change, what’s expected, what’s staying the same. You’ll know when you’ve got I right when people say, “I already knew that.”

 

Here's a 15 minute podcast discussing 5 ways leadership can take responsibility and offering 3 practical actions:

 

 

Managers

 

8. Look to yourself first. How are you reacting to the change? Have you accepted the change and are you ready to help others adapt?

9. Be aware of how your team are reacting and adapting to the change. Identify who needs help and work out how you can support them. Remember if you’ve already accepted the change, they may not be quite there yet.

10. Deal with endings. To move forward through transition to acceptance of change people need to come to terms with what has been ended. How could you possibly help them to deal with any endings and compensate for any losses.

11. Give individual attention. Take the time to talk to people about what they’re thinking about the change. This doesn’t have to be formal meetings, grab a couple of minutes with them to have chat.

12. Involve your team in aspects of the change. This can be something quite small, such as gathering ideas, but the involvement is important in helping people to overcome any feelings of powerlessness.

13. Assess how you’re doing in dealing with the human factors of change. Plan in time to review how your team are dealing with the change. Then decide what you’ll do to help them move things forward.

14. Communicate, communicate, communicate! Find out what you need to know to keep your team up to date. As well as what’s happening, what’s the reasons behind it or if the information isn’t available yet, when will it be?

 

Team members

 

15. Understand how you are reacting to the change. What stage are you in transitioning through the change. What might possibly help you to move forward?

16. Recognise the givens of the change. Avoid wasting negative energy on things that you can’t do anything about.

17. Focus on what you can influence and control. The key thing being yourself and what you’re thinking. Is it helpful or hindering?

18. Get involved where you can. This will help to give you a sense of control.

19. Identify how you could possibly help others adapt to change. How could you possibly support your colleagues?

20. Imagine a helpful future. What will it be like, what will you see, hear and feel. Picture how you fit into this future vision.

21. Communicate, communicate, communicate! Ask questions, sort out fact from fiction and make sure you understand the vision, goals and the role you play.

 

Find out more about how we help our clients implement and manage change.

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Check out our other blogs about change and change management.

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