Five key takeaways

Helping you implement and manage change

1.

Understand the business ecosystem before implementing change:

No two transformations are ever the same, which is why leaders have to understand how all individuals and business areas will be affected before implementing any change programme, treating each project as a unique entity and ensuring it is tailored to the business context at the time.

The perception and impact of change will differ between job roles and departments, and it’s only through taking the time to generate insight into these nuances that leaders can implement change that accommodates the needs of all those affected.

2.

Ensure data is embedded throughout the transformation process:

To avoid making decisions based on assumptions rather than facts, leaders must take a data-driven approach to transformation, generating both quantitative and qualitative insights that provide clarity on why the change is necessary, what the project will entail and how the business will look once the programme has run its course

These metrics can then be used to identify trends and track progress of a project, enabling timely adjustments to ensure any change initiative successfully meets all targets.

3.

Utilise regular, targeted communication to generate alignment:

For any transformation effort to be successful, leaders must secure complete alignment between their people and the proposed change. This is only achievable when they communicate effectively and regularly with their workforce to ensure everybody remains informed at all times.

Utilising targeted communications means each demographic/area of the business receives updates that they understand, and which reflect their experience of the change. This will ensure they feel accommodated throughout the process and are more willing to get on-board with the project.

4.

Engage employees to ensure well-informed decisions are made:

Successful change can only take place when leaders work with a diverse pool of stakeholders to deliver an initiative that works for the entire business. The ongoing collaborative efforts of employees should always be a central component of any transformation programme – allowing for real-time feedback and a more diverse line of thinking to inform the planning and implementation processes.

Leaders should provide their people with an active role in delivering change for the organisation, instead of leaving them to feel like change simply happens to them.

5.

Continuously build your people’s capability for change:

With businesses facing major change at an unprecedented rate, understanding and supporting the readiness of their people will be crucial to the success of any transformation effort. Leaders should be measuring and inviting feedback and input from their employees to understand whether they feel ready to take on additional change – in terms of both their state of mind and capacity for additional work.

Businesses should also be providing employees with training and support to help them build resilience to minimise the risk of burnout when transformation takes place.

Get in touch with our experts today

Implementing change successfully requires organisations to be across all five of these practices. No single element will guarantee success by itself. And while every business will have a different idea of what successful transformation looks like, people should always be a priority. After all, businesses cannot succeed in uncertain times without the ongoing efforts and commitment of their employees.

To discuss your change challenges with our team, simply complete the form on the final page of this brochure.

Unlock the power of people and change potential

Right Management's combined expertise in psychology, culture, leadership, coaching and communication means we bring different perspectives and understanding of human attitudes, barriers, motivations and behaviours. We support businesses with the human side of change.

A tried and tested methodology to support your change and transformation goals

We partner with organisations to support with the human side of change. For more than 40 years, we've been leading and supporting people through the complexities of change. We know that making, embracing and realising the potential of change comes when people are at the heart of the strategy and solution. Everything we do is tailored around your change and transformation goals, your employees and your culture, but we have a tried and tested methodology that we work through together.