Ever find yourself navigating the choppy waters of Organizational Change? If you are anything like me, you know that focusing on the people side of change is the secret sauce to success. With years of experience in Fortune 500 environments, I have learned that when we empower change leaders with the right tools and insights, magic happens – growth accelerates, processes streamline, morale skyrockets, and everyone wins!

So how does the magic happen? Let me pull back the curtain to give you a peek into my approach.

Preparing for Change

When working on a new change initiative, I don’t just dive in headfirst. I like to roll up my sleeves and really get my hands dirty. Think of it like embarking on a grand hiking adventure. First, it is important to survey the terrain because it helps ensure safety, plan the route effectively, and anticipate potential changes or obstacles along the way. That is where assessments come in. As part of a smooth and successful journey, conducting assessments helps us to understand the size and complexity (the landscape) of the transformation so we can establish a clear change strategy and communication approach so we can set sail with confidence.

Shared Meaning

Next, picture this: project management and change management are like two puzzle pieces waiting to come together. Integration is the space between them is where the magic happens. Exceptional change management works when we team up with project managers to establish role clarity, and create a seamless excursion that aligns people and leaders to successful outcomes. Take a look at the image in this post where “the zipper” (integration) between project and change management will pull everything together, creating a seamless journey that aligns people, leaders, and outcomes.

The essential ingredient is collaboration. I believe that building trust is essential for establishing authentic relationships and is key to success. Partnering with project managers and meeting consistently helps to get everyone on the same page.  It is like laying out a map for our hike together, creating shared meaning and mutual understanding every step of the way.

How it works

Now let’s talk methodologies. There is no one-size-fits-all approach to organizational change, but one I use is the Prosci Methodology. The link here highlights the three phases and covers integration between organizations and individuals (a different topic.)  Why Prosci? Because it keeps things simple and effective, just like breaking down a complex problem into three manageable chunks which include the following:

  1. Preparing for Change
  2. Managing Change (planning and implementing)
  3. Creating a Sustain Plan that reinforces and embeds the change across organizations.

And here is the kicker: active and visible sponsorship is the golden ticket to success  According to Prosci’s annual benchmarking research on change. With the right support from sponsors and senior leaders, we can mitigate resistance, increase communication effectiveness, and ensure positive end-user adoption, which increases return on investment. It is a win-win for everyone involved.

But enough about me – I want to hear from you! What has been your experience with organizational change? Share your comments and best practices in the comments below. Let’s learn from one another and make change happen together.               

Thanks for stopping by my blog. Until next time, keep rocking those changes.