Change is Difficult. Here’s a Proven Path to Change an Organization.

Photo by Fabien Bazanegue on Unsplash
  • Follow the Bright Spots. Not everything is broken in an organization that needs change. Figure out what is working. Identify those bright spots.
  • Script the Critical Moves. Take most of the difficult thinking out of it. Make the critical moves as automated as possible. This movement builds momentum. And with enough critical mass around a movement, things start changing.
  • Point to the Destination. Tell everyone where you intend on taking the organization. Behaviors don’t stick when people cannot see the destination. Results must be tangible.
  • Find the Feeling. Make people feel something. Emotions are stronger than reason. Use emotions and lots of visuals to get people to feel the need to change.
  • Shrink the Change. Change is overwhelming. This is one reason why it is so difficult. The end state seems so out of reach. People believe their current efforts can ever influence the goal. Make goals smaller and constantly measure them.
  • Grow Your People. Train your people. The change process begins with the elephant. Motivate the employees, change their mind-set around change, and get them to want to change. This has to come from within themselves. Employees must adopt a “growth mindset” if they are going to change for the better.
  • Tweak the Environment. Find the levers that change behavior. This path change includes organizational change agents, nudges, prompts, and any other tools that can be successfully implemented. The change agents must look for early wins to create momentum.
  • Build Habits. Habits, the status quo, do not stress individuals. Building the right habits with your people makes the organization efficient. And because the right habits help the organization without added stress on the people, leaders can apply the saved energy elsewhere.
  • Rally the Herd. Get everyone on board. Behavior is contagious. The change is not complete until there is a change in the organizational culture.

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