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Organizational change models are becoming a key point of focus, and different companies are looking for opportunities to embrace these models to transform their companies. Understanding the process and learning how you can embrace key organizational change management strategies can make it much easier to implement change on a company-wide level.
Change power can play a vital role in how your company responds to change.[1] This measurement can alert you when you need to take more committed approaches to managing change to ensure a comfortable transition. In the final installment of this two-part series, we discuss factors that affect change power and how you can boost it in your organization.
Factors that Affect Change Power
Change power, as we have discussed in a previous post, is composed of a variety of traits, as outlined by the Harvard Business Review article.[1] Several factors influence these traits and can determine how your change power will fluctuate when these factors sway in a new direction.
Four Common Factors of Change[1]
Four common factors can be found within the change cycle, and depending on where you fall, you might find that your company's capacity for change can be influenced for better or worse.
1. In Search of Focus
The first step of the change process often comes with a fair bit of confusion. Leaders need to focus on the big picture to drive the change process. Organizational change models are built around effectively communicating the "Why?" behind the change management process to their teams and connecting it to the organization's purpose and strategy.[1]
2. Stuck and Skeptical
Employees do not always embrace the change process with open arms. Companies can find their employees and teams feeling stuck and skeptical[1], often driven by fear and uncertainty about what the future will hold.
3. Aligned but Constrained
As the process continues, companies can find their teams aligned but constrained.[1] The information might be communicated, but that doesn't mean that everyone knows what to do just yet. This can lead to confusion, frustration, and bottlenecks.
4. Struggling to Keep Up
Falling behind on change management does happen, but it must be overcome. Industries are constantly changing, and it is the responsibility of leaders to ensure that their companies can keep pace—or push forward when they fall behind.[1]
Tips to Boost Change Power
Giving your change power a boost is an essential skill to have. While you might have a decent capacity for change now, this can change depending on influencing factors.
Get the Facts
Before you can boost your change power, you need to avoid "speculating about what might or might not be."[1] You should benchmark your competitors to determine your change power baseline. It's about understanding what you do well and where your organization needs to improve.
Disrupt Old Patterns
Old habits and patterns are the enemies of change. Modern companies must remain flexible and open to new opportunities. Challenge your teams to expand and do better instead of letting old patterns add up out of convenience.
Final Thoughts!
Organizations don't change until people do, so it's important to invest money, time, energy, and thought in your employees.[2] Change management is successful only when you're able to gain employee buy-in. However, it all starts with good leaders! Leaders must be a unified front and ready to execute the proper strategies if you want your teams to feel comfortable as they are led through these changes. It's about explaining to your team why you can no longer continue doing the things you've always done in the past and the importance of looking ahead to the future![2]
Organizational Change Management is a complex process that requires careful planning and strategy execution. Leader Essentials Group provides a detailed framework for implementing strategic initiatives, focusing on internal branding and employee buy-in. Email us at info@leaderessentialsgroup.com to schedule a meeting to learn more about our 4-module Change Management training for practitioners and how we can partner with you to help you execute your strategy!
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Dr. Cristina Rosario DiPietropolo is the Founder and Chief Executive Officer at Leader Essentials Group, an executive consulting firm focused on organizational effectiveness. Extensive experience across multiple industries and highly skilled in the areas of strategic planning, organizational behavior, human resource management, change management, leadership, and digital marketing. Over ten years of teaching experience as a Visiting Professor of Management, with a special focus on leadership in entrepreneurship, organizational behavior, and international management.
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[1] Michels, D., & Murphy, K. (2021). How Good is Your Company at Change? Harvard Business Review. Retrieved January 12, 2022, from https://hbr.org/2021/07/how-good-is-your-company-at-change
[2]Michels, D. (2021). The Future of Work Is Change. Forbes. Retrieved December 5, 2021, from https://www.forbes.com/sites/davidmichels/2021/05/28/the-future-of-work-is-change/?sh=6382710922ad