There are many components to change management that are necessary for it to be successful and perhaps the most important of all is leadership. An effective leader is required to enable employees to believe in the change and get them ready for the potentially long journey ahead.
A “high ranking” employee should be nominated to be the project sponsor and the voice behind its purpose and goals. Without this voice, employees will likely feel confused regarding the source of the change. They might ask such questions as, “Who asked for this?” Leaving a project with no clear sponsor is simply asking for trouble.
However, it is important to note that leadership does not necessarily refer to only the highest ranking employees in the organization. Yes, they should act as the driving force behind the change strategy, however leadership must come from many different levels, including middle managers, change agents, regional heads, etc.
Below are several ways leaders can be effective in change management
Communicate
Leaders need to be the sponsor and voice for a transformations of any significant size. They need to communicate the reasons for the change and the vision for the organization going forward.
Leaders should take an honest approach to communication. Employees will be more receptive to change when they feel that they are being treated fairly. It is important to not only communicate what is changing, but also the impacts the change will have on each stakeholder group.
Visible Leaders
A time of organizational change is no time for leaders to delegate many responsibilities to others. They should not only be heard, they need to be visible to others and be early adopters of the behaviors required for change. When others see them practicing what they preach, they are likely to join in as well. It is also powerful to have leaders attend the same training as employees to show that everyone is in this together.
Support Employees
Leaders need to take an empathetic approach by understanding that people react to change differently and they need different levels of support. This is why it is essential to include engagement activities in your change management strategy. Engagement refers to two-way communication that enables employees the opportunity to be heard by giving them an avenue to ask questions and express their concerns. Showing you are concerned about employees will go a long way in getting them on board.
Listen
When employees are voicing their concerns, leaders need to listen. It will not be very beneficial to provide employees feedback opportunities if nothing is done about their concerns. Of course, something cannot be done about every concern that employees express, but leaders must show that they listen and are willing to act on feedback, when appropriate. They might also explain why they cannot act on certain feedback, instead of just ignoring it.
Be Coachable
Leaders should be coachable during times of change. The project team has expertise in the area of change management and its members can work with select leaders to be better as it pertains to the project.
Effective leadership will greatly increase employee support for the change and minimize resistance. Also, working closely with leaders increases their support for the project, which can help when it comes time for increased budget or resources.
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