Achieved Strategies

You might be asking, “who leads change, and how?”  Leaders of change can be at many levels in the organization:  yes, there are those at the top who drive change, but there are also early adopters who champion the change from any level.   So, how does leading change work?

It starts with visibility.  Whether you are a top leader sharing the vision of change, or an early adopter who can help others see the value of the change, you need to be out sharing with others.   Raising awareness of the change is very important to laying the right foundation for adoption.   And the most important focus is the business need for the change.  Why is this change important?  How will it help the business?  How will it help me (the audience)?

It moves on to managing magnitude.   Introducing change on top of employees’ already busy schedules can push employee capacity beyond their comfort zone.  It can push people in to the stress zone.  While it is often forgotten, prioritizing work has to be a top priority.  Without it, the accumulation of change will become overwhelming. Management needs to be ready to move work off employees’ plates during the change initiative.

It involves engaging people. So, you’ve been visible, and you’ve prioritized.  Engage/re-engage the workforce.  They are the ones who will make change happen, so involve them early and often.   Participation is often underrated.  Don’t make that mistake.  Engage away!

It ends with leading by example.  You are visible.  Are you walking the talk?  If not, others won’t believe in the change.   You have to be on your toes.  Know the expected behavior changes inside and out.  Live the change.  Adapt as if you’ve never adapted before!