Change Is A Process, Not An Event
When launching a significant change initiative, one of the biggest mistakes leaders make is to view the change as an event that happens at a single point in time. In reality, effective change is a process that involves a series of “conversations.” Here are five guidelines for successfully navigating the people side of change.
Is your organization rolling out a major change? Restructures, mergers, acquisitions, new systems and new business lines are the norm as companies move to respond to a more challenging and increasingly fast-moving, unpredictable business environment. When launching a significant change initiative, one of the biggest mistakes leaders make is to view the change as an event that happens at a single point in time. Accepting and then embracing change is a process not an event. No matter how well you craft your initial announcement to employees, this should be viewed as just one of many conversations to generate employee buy-in, not the end. People naturally have resistance to change; for many, buy-in is a process that may take days, weeks or even months to achieve. Expect immediate buy-in at your own risk: at best you may achieve compliance without lasting commitment.
Here are five tips that can help you increase your odds of success by focusing on the people side of change.
One: Don’t judge individuals by their initial reaction. Give
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