Change Management for Success

We currently are in a time of great change. How we perceive that change makes all the difference. Do we see it as an opportunity for greater growth and development moving us toward what we want, or is it something we repeatedly resist? The saying, "what I resist, persists" is so very true. In any given situation we have a choice.

Leaders in organizations are also faced with this choice. How she/he thinks about change sets the tone for the rest of the organization. Change management begins with mindset, and then the changes must be implemented in a smart, thoughtful way. Manning and Curtis in their book, The Art of Leadership provide seven guidelines (pp.306-307) for implementing change. They are as follows:

1. Have a good reason for making the change. Will it support the organization's vision, values, missions, goals and objectives?
2. Personalize the change. Explain your commitment to the change, and let people know where you stand.
3. Implement change thoughtfully. Involve the people who are affected, allow people time to adjust (when possible), communicate regularly, and be available to discuss it.
4. Put a respected person in charge of the change. Let that individual tap the collective wisdom of the group or team to plan, coordinate and implement the change.
5. Tell the truth. Give the facts and rationale, not sugar coated pep talks.
6. Wait patiently for results (this is probably the most challenging part).
7. Acknowledge and reward people. Take the time to recognize and appreciate.

As you focus on what you want, and clearly see and communicate the change, you will move forward in ways that will increase the organization's success!