Managing Change


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“Leaders must wake people out of inertia. They must get people excited about something they’ve never seen before, something that does not yet exist.” – Rosabeth Moss Kanter

We know that change raises a lot of questions, and the best way to manage is to provide answers. Providing answers can be easy when we’re working in small groups or with familiar teams; however, things aren’t so simple when responding to an entire agency.

  • Why is the change happening?
  • Are there any deadlines or time limits associated with the change?
  • Where can teams find more information?
  • What to do when you have information to share but it is embargoed, and how to navigate the politics of that?
  • How to reaffirm the security and safety of a team if there is a concern that the change will cause possible loss of employment?

Consider the following as you introduce your change:

  • Get answers. Some questions will be easy to anticipate. Answer the who, what, when, where, why, and how of the change as you introduce it to the agency. If you run into a question you can’t answer – that’s okay! Be honest and transparent with the information you do have and commit to finding answers for your team. Consider practicing your presentation with other leaders to discover new questions, too.
  • Repeat your answers. Don’t assume everyone will understand (or remember) all the facets and nuances of the change as you present it. Be prepared to answer the same questions multiple times and send out reminders.
  • Equip other leaders. Set the agency up for success and strengthen your leadership team by equipping others to manage change at their level. Make sure you aren’t the only one who can answer questions about change.
  • Equip individuals. Remove roadblocks and have tools ready so everyone can do their part to implement change. Point to a source of truth that everyone can access for help making the transition.
  • Encourage learning and have patience. Change doesn’t happen overnight, and you can’t expect everyone to get it right on the first try. Prevent problems when you can, address conflict when it arises, help others get un-stuck, and understand that mistakes are learning opportunities.
  • Lead by example and take your own advice. Show yourself the same grace you show others through this transition, dedicate time to learning, and don’t be afraid to be honest about what is and isn’t working well to implement change in a way that works best for everyone.

Resources from the Enterprise

  • From Enterprise Talent Development
  • From Management Analysis and Development (MAD)
    • Restructuring: Is it Time to Reorganize?
      Organizational restructuring can be beneficial; however, it is not a decision to be rushed into or taken lightly. Information is provided revolving around what factors should be considered in making the decision to restructure, implementation of restructuring, and how and why overcommunication during restructuring is important.

Relevant Resources

  • Article: The Change Formula: Myth, Legend, or Lore?
  • Article: 3 Kinds of Change
    Introduces three types of change that exist within systems including static, dynamic, and dynamical. Provides information on how to assess, measure, define success, and ideas for rewards and incentives through these differing kinds of change.
  • Article: The ADKAR Model (Awareness, Desire, Knowledge, Ability, and Reinforcement)
    ADKAR® Model takes a human-centered approach to change, because the reasons that so many organizational changes fail (agency-wide to team-based changes) is because individuals who make up the group that change is targeted at fail to change themselves. This model provides support to leaders on how to go about equipping individuals with the awareness, desire, knowledge, ability and reinforcement necessary to increase the chances that change will occur. Downloadable ebooks on each part of the model are available on the webpage.
  • Article: Change-Capable Leadership: The Real Power Propelling Successful Change
    The Real Power Propelling Successful Change:” This whitepaper introduces the importance of taking an inside-out approach to change and modeling the change that is expected from those leading the change. There is also the need to ensure overcommunication is done to ensure momentum that is gained is continued. Finally, it is necessary to be aware of the symptoms that may indicate that the change is getting derailed and what can be done to minimize these derailers.