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- Define change and the common organizational types
- Understand the drivers for change (internal, external)
- Generate an understanding of why change is taking place and is important
- Identify what will lead to success or failure as change takes place
- Clarify individual responsibilities for planned change and implementation
- Establish a plan for valuable and meaningful communication
- Determine what will motivate people to embrace change and buy-in
- Proactively learn how to address and resolve resistance
By: Cathy Dixon-Kheir, Creative Learning Practitioner
Twelve years ago, Howard Community College developed and introduced a new course — Challenges of a Changing Organization. Over the years, more than 25 organizations across the globe have invested in over 200 in-person and virtual offerings of this course. It is customized to meet the unique needs and goals of each client, including for-profits, nonprofits, and government agencies. Clients experience the flexibility of instructional customization, yet the consistency of established course objectives that have remained the same:
Change can be hard. However, when planned and managed thoughtfully and strategically, change can also open a door for opportunity and growth for both individuals and teams. It can motivate positive cultural changes at the organizational level. It can facilitate problem-solving. It can fill gaps and remove barriers. It is often the literal key to making the transition from “where we are” to “where we want to be.”
Change management has truly moved up on the strategic priority list over the past 18 months. COVID forced leaders, managers, front-line workers, new employees, long-time employees — essentially everyone — to not only adapt and embrace change but also to embrace ongoing and constant change. Change that has taken place in the workplace since March 2020 has been about much more than just the physical space employees work in and the integration of technical tools in their day-to-day work (albeit — those have been very major changes). Leaders and teams have had to think about ways to communicate and connect differently. Empathy and understanding have taken on new meanings. Many have stepped out of their comfort zones and developed new skills, taking on new or expanded scopes of work out of necessity.
The need for change will continue and perhaps be even more intense in the months to come. Just as we were beginning to feel comfortable with our new norms, in our COVID-centric world, the time is right for many business leaders to make critical decisions about operating in our COVID-recovering, and eventually, COVID-recovered, world.
Getting it right is crucial.
As leaders plan and implement change based on internal or external drivers, they must also design and implement strategies to manage the human response to change. Need help? You are not alone. Let us tell you more about our Challenges of a Changing Organization course and how it may support you and your team through continuous or upcoming change. We can customize a program for your business with discussions, activities, and case study assessments to help your team connect the dots and become true partners as you manage change, whether small, big, short-term, long-term, or ongoing. Connect with us and begin this important conversation.