“Transformation is a process, not an event” – John Kotter
In state government, we don’t always have a choice when it comes to change. Often, we just do our best to deal with what comes our way. Reacting to events as they appear can be a serviceable strategy, but leading change can be more impactful (and invigorating!)
Leading successful change requires dedicated participation and diverse perspectives. Keep your focus on people — the people making the change and the people affected by the change — as you lead your organization.
The People Making the Change
Forming a team to join you in leading the change is an important step. Look for a range of experiences and perspectives—not just managers.
Gather folks that can offer genuine, thoughtful, and enthusiastic involvement. Empower your team as you define issues and opportunities, create the plan for change, implement the plan, and evaluate the work.
The People Affected by Change
Consider all the people who will be involved in or affected by the change. Seek participation, feedback, and input from your team members, partners (inside and outside of government), and those you serve. Remove barriers that prevent progress of those making the change. Offer different ways to participate so people have options to engage and have a sense of agency along the way.
Communicating Change
Change requires investment in time and resources, and it can be hard work—the people involved need to understand why this change matters and their role in making it happen:
Change is not linear – it requires flexibility, adaptation, and collaboration. Open and frequent communication throughout the change process keeps teams connected, motivated, and informed. Iteration and change within change is normal – and we’re all in it together.
Change and Culture
Significant change within organizations or systems often requires a change in culture—the spoken and unspoken ways people go about their work together. A workplace culture of learning and psychological safety encourages top-down and bottom-up approaches to make change collaborative and successful.
Leading change can be an opportunity to honor past successes and contributions while you move to the future. Highlight and elevate examples of pilot projects or small victories and encourage others to share the success they see. Consider this example: “The efficiencies the team incorporated in our system five years ago really helped us serve families faster. By removing the system altogether with our new initiative, families can thrive.”
By focusing on people—the people we serve inside and outside our organizations—we can lead impactful change.
Visit Psychological Safety, Thinking Strategically, Participatory Leadership, and Managing Change topics here on the Leadership Learning Hub.
Enterprise Talent Development (ETD) offers Skills Development Courses on this topic. Review upcoming scheduled courses on the ETD website.
Connect with Management Analysis and Development to discuss their management services and support.
