3 Questions to Ask Before Launching Change

Organizational change is a necessary driver of growth and innovation. Yet, not all change leads to progress. A McKinsey study found that 17% of reorganizations are initiated on the whim of the leader or because they believe they need to “shake things up.”

In an environment where change is constant, the real challenge isn’t deciding to initiate a change; it’s ensuring the change is needed and will lead to the growth and health of your organization.

Without careful consideration, even well-intentioned initiatives can create disruption, burnout, and unintended consequences.

Before launching your next change effort, it’s worth pausing to ask three essential questions.

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Use the 4 Responses to Uncertainty to Increase Employee Readiness

Have you ever announced what you thought was a small change for the organization, only to have your employees react as if the sky is falling? Or maybe you were on the receiving end of something new or different and found yourself feeling anxious, stressed and unable to focus. Well, if so, you’re not alone.

One reason for this response is uncertainty. Every change, regardless of how well planned, creates uncertainty.  Although each of us can have a different tolerance for uncertainty, it is stressful for every human being.

Understanding and learning to navigate four typical responses to uncertainty can help your organization and team thrive in the face of change.

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Lead and Manage Change With Four Key Words

There are four words you need to keep in mind as you launch and move through every organizational change.

You’ll find them within my definition of change management, which is: the process needed to enable people in an organization to transition from their current environment and adopt the new work environment or intended outcome.

And they can help you stay focused on the right things while guiding your thinking as you enable change in your organization.

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Book Club – Quiet

Early in my career, I learned an important lesson about listening.

I worked in an organization filled with confident, talkative people who thought out loud and easily filled the space with their words. Conversations were lively, ideas flowed quickly, and the loudest voices often dominated discussions.

Yet one person stood out to me, not because she spoke more than everyone else, but because she didn’t.

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Leading Change Adoption With Mid-Level Managers

As a senior leader, are you fully harnessing the power of your mid-level managers to lead change from the middle?

Your middle managers occupy a pivotal position during times of change. They can lead up, helping communicate the message of change to senior leaders, and lead down, building employee readiness and supporting adoption across teams.

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