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As organizations teams and individuals find success, it’s impossible to stay stagnant - we must change. And, change is hard. In order to create long lasting change and provide solid foundations for adoption, we want to be thoughtful about our change management plans and process.
As COMPANY grows, and we explore new opportunities, change should be intentional and thoughtful. To help align on changes, from inception to communication to implementation, we follow a set of principles to guide us in decision making.
🚀 Consider COMPANY’s Mission
We should be transparent about how this change impacts or relates to our mission. Understanding how the change is in service to the mission, or will help us on the path to achieve out mission, will help folks understand the reasoning.
💖 Lead with Culture
Culture is COMPANY’s personality - it’s our values, behaviors and attributes that we’ve agreed are how we work. Whether these traits are formalized or not, they should be considered in change management. We can tap into our culture to positively influence change by looking for elements in our culture that are aligned with changes, and finding champions in the organization to help support changes.
🌲Leadership Alignment
Change management is often used for large organization changes, but team or project based changes may benefit from a formalized plan as well. In any scenario, top level leadership should all be informed and committed to changes. Members of the leadership team responsible for supporting the change should be able to speak to processes, outcomes, changes and decisions as if they were their own.
🔁 Repetition for Retention
Before, during and after - repeat, repeat, repeat! Ongoing communication efforts keep messages fresh, and give folks an understanding of the change and a stake in the outcome. When engaging in continued messaging, try constantly back linking or pointing to documentation and sources of truth to help reinforce messaging and change.
💡Evaluation and Iteration
Changes aren’t always adopted, or may need iteration after initial adoption. Implement a soft timeline to review and evaluate the changes. Did they cause the intended outcome? Was the change adopted? What sort of feedback was received? By pausing and reflecting, or having a retro, COMPANY can continue to grow and improve our change management.