How to Navigate Change

Practical Strategies for Leaders to Embrace and Implement Change

When you were in high school, did you envision yourselves working where you do now? Or doing what you do now?

My guess is no. Life has a way of throwing us curveballs, leading us down paths we never expected. It’s OK - things eventually turn out, even though we didn’t end up being an astronaut or musician.

Change is inevitable, and how we manage and adapt to it’s essential. Here are my thoughts on change management and how we, as leaders, can navigate them.

Embracing the Inevitability of Change

The first lesson in change management is accepting that change is a constant. Whether it's technological advancements, shifts in business practices, or unexpected global events, change is always around the corner. Our ability to adapt to these changes determines our success and relevance in the long run.

One of the biggest areas where we see resistance is the adoption of new technology. Remember when fax machines were the cutting-edge technology? Today, we laugh at the idea of rotary dial phones and manually dialing area codes. Yet, each new technological leap is met with resistance. The challenge lies not in the technology itself but in our willingness to embrace it.

Leadership and the Responsibility to Implement Change

As leaders, it’s our responsibility to guide our organizations through transition. We’re the voice of change to our employees. Whether we like the change or not, it’s crucial to present a united front. Our role is to implement changes effectively, ensuring that our teams understand the reasons behind these shifts and their importance for the company’s future.

Addressing Resistance to Change

No one likes change. Some more than others, but let’s face it. We don’t like change.

Resistance to change is a common hurdle. Some people are hard-wired to resist change. But we find that long-term employees, unhappy employees, and those who feel they have something to lose often push back the hardest. It's essential to recognize and address this resistance constructively.

For instance, during the pandemic, many businesses had to adapt quickly to survive. One property management company I work with took a significant hit when international students stopped renting apartments. The owner, who had been in the business for 40 years, had to pivot and find new ways to operate efficiently. Some employees adapted, while others couldn’t cope with the new demands. This scenario underscores the need for flexibility and the willingness to embrace change.

Engaging Employees in the Change Process

Engaged employees are more likely to accept and support change. They understand their role is critical to the organization’s success. Leaders must communicate the reasons behind changes clearly, tying them to individual contributions and the broader organizational goals.

For many years, I worked with a  regional bank in the Pacific Northwest. The long-time CEO retired, creating a lot of uncertainty among employees. The new CEO personally visited each branch to explain how individual efforts contributed to the bank’s profitability. By showing how their actions directly impacted the company’s success, she fostered a sense of purpose and ownership among employees.

Agility: The Key to Navigating Change

In today’s fast-paced world, agility is a critical trait. Agility is the ability to adapt quickly and effectively to new circumstances. When hiring or promoting employees, consider their capacity for agility. Are they open to learning new skills? Can they pivot when needed? These agile individuals are the ones who will help your organization thrive amidst constant change.

How To Communicate

Effective communication is at the heart of successful change management. When a decision is made, explain the “why” behind it. How will this change benefit the organization and, more importantly, the employees? Clear, honest communication helps alleviate fears and build trust.

It’s also essential to address individual concerns. Some employees may find changes in technology or procedures more challenging than others. Providing additional support and training can help them adjust more comfortably.

Assessing Change Readiness

A useful exercise is to assess your team’s readiness for change. Encourage employees to reflect on their attitudes toward routine versus unexpected events. This self-awareness can help identify potential areas of resistance and address them proactively.

Attitude and Adaptability

Attitude plays a significant role in how we handle change. A positive, adaptable attitude can make all the difference. Encourage your team to view change as an opportunity rather than a threat. Emphasize that while change can be uncomfortable, it’s necessary for growth and success.

In your leadership role, model the behavior you expect from your team. Show them that you are willing to embrace change and navigate the unknown. Your attitude sets the tone for the entire organization.

Leading Through Change

Navigating change is one of the most challenging aspects of leadership, but it’s also one of the most rewarding. By embracing change, communicating effectively, and fostering agility and adaptability within your team, you can lead your organization through any storm.

Remember, it’s not what happens but how you react to it that defines your success.