Change is hard. It’s why I talk about it a lot on the blog here. Here. Here. And here. Oh, and here, too. I talk about it a lot because how you navigate change impacts whether you will succeed or fail.
All too often leaders fake change. They pay it lip service and don’t take the proper initiatives or make the needed commitment to implement change successfully.
Organizational problems are linked together, and change in one area often impacts other areas. New business initiatives, new technology, new processes and procedures, leadership changes – all require new behaviors and ways of doing things. Organizational change is inevitable, but that doesn’t mean it has to be painful or costly.
So how do you implement organizational change that isn’t painful or costly?
Really walk the walk…
Communication is a key part of managing change. Are you really providing supporting processes, structures, and culture for open and honest communication? AAre you sending the right messages to the right audiences at the right time? And is everyone inside the organization – from the executives down to the interns – aware of the changes, how it will impact them, and how they can contribute towards making the change a success?
If not – then you’re faking change. Stakeholders can tell when they’re getting lip service and it does have a negative impact on commitment and success. Walk the walk and lead the change by example.
If you’d like to learn more about how to stop faking change – read our article with the detailed list 3-Ways to Stop Faking Change.
About Scott Span, MSOD: is CEO & People Strategist, Communications and Change, at Tolero Solutions. He supports clients to engage and retain talent and wow customers, achieving success through people, creating organizations where people enjoy working and customers enjoy doing business.
