1. Lesson Number One:
Communicate the “what,” the “why,” and the “how does it affect me?”
As a manager leading change of any kind, “due diligence” means that you personally understand and can communicate the answers to the what, why and how questions.
2. Lesson Number Two:
Engage, from the beginning, everyone who will be affected by the change.
Let people know what is happening from the beginning. Invite their thoughts, ideas, concerns and questions. The more involved they are the less resistance they will feel and more likely they will be to adapt to the changes. Two benefits of engaging the very people impacted by a change are 1) a better plan often emerges from including different perspectives, and 2) being asked and listened to is a powerful demonstration of respect and that is what pays dividends.
3. Lesson Number Three:
Emphasise what will remain the same.
It's amazing how often we focus exclusively on what will be new or different, forgetting to address what will be the same. Few changes are so sweeping that nothing remains the same. People derive comfort and a sense of stability from what is familiar.
Remember to balance the message of change with a message of stability. It is more accurate and it alleviates so much unnecessary and unproductive stress.
4. Lesson Number Four:
Keep your finger on the pulse and course-correct.
We lead change by staying close to it. The old adage about “managing by walking around” applies. It is not enough to communicate, engage, listen and act. You need to observe the impact of the changes you implement and be ready to adjust, refine, or retract. You also need to be able to say, “I made a mistake,” and mean it.
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