“A visible leader is an effective one. A visibly hands-on leader is a successful one when it comes to navigating change.”
- Alexandra Stoica, Workplace Project Director, MovePlan
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As change managers, we work with all levels of an organisation to drive through change. From HR to facilities, employees to leaders, all are vital in the success of a change programme, whether that’s delivering communications, supporting move needs, providing on-site support or reassuring or motivating staff. All levels play a role in the change process and in the ultimate delivery and success of a change programme.
An organisation’s leaders have an important role - often more than they realise. It is sometimes assumed that a change programme will be handled by HR and facilities and driven through via team leads. However, a leader’s purpose is twofold:
- To clearly articulate the change and the reason for it
- To motivate everyone in the organisation to buy in to the change - which will facilitate a smoother buy-in and uptake
Our experience working with all levels of the organisation has shown that we are in a unique position to provide guidance on the role of a leader; having gathered feedback from all levels and understood what has worked, not worked and where stakeholders appreciate more support or leadership.
We have put together the following five tips for a leader to take onboard when leading through a period of change in their organisation.
- Share information early
- It's not only appreciated by all, but it gives enough time for it to be understood, adopted and put into action. Staff Update sessions followed by wrap-up emails with key takeaways are often the most well received
- Create space for honest feedback and encourage open discussion
- This may sound counter-productive because feedback may require iterations or large scale changes to a plan, but catching these early can ensure resistance is avoided or at least limited. It can also provide a better insight into how the change will be received and delivered
- Be prepared for tough questions though - and always make sure you have an action plan for post feedback. Read our article on why employee surveys are an effective tool for workplace change strategies: [LINK]
- Lead with consistency
- Change can feel chaotic. Being clear about what is known matters. Steady leadership and clear direction will help the programme land well - and be received positively
- Acknowledge the challenges, not just the plans
- Don’t be afraid to communicate the areas which stakeholders may find challenging. Part of any successful change communications plan is the transparency you provide. Stakeholders appreciate it and it engenders trust - a key component of successful buy-in
- Use your manager/team lead network
- Leaders are not leading through the change alone. your manager network plays a key role in disseminating information, motivating teams and providing clarity on areas that may appear to employees to be opaque or confusing
A visible leader during a period of change is exceptionally important, and coupled with being a hands-on one can make a huge difference in the effectiveness of a change programme. If your organisation is embarking on a period of change, we are here to help you manage it effectively, starting from the top down. Contact us at info@moveplangroup.com
Read more from our change series here:
