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Successful change is one of the biggest problems modern organizations face. In our fast-changing world, the strategic imperative to change is often clear: Without doing things differently, your company is unlikely to succeed, or even last.
But change-management research has demonstrated time after time that organizational change initiatives fail more often than they succeed, despite the resources put into creating change management processes.
While formal change processes might be well understood, too many leaders neglect the all-important human side of change. The most effective leaders devote considerable effort to engaging everyone involved in the change. They also are mindful that people need time to adapt to change — no matter how fast-moving the change initiative.
Effective change leadership is about leading people, not just processes. Successful change leaders can’t focus exclusively on results — they must support employees by removing personal and professional barriers to their success.
Influence is a key skill for leading people through change. Leaders need to gain not only compliance but also the commitment necessary to drive change. They also need to establish “buy-in” from stakeholders to ensure a successful outcome.
Successful change leaders never assume they have all the answers. They ask lots of questions throughout the change and make continual adjustments.
The primary success factor for leading people through change is employee buy-in. Our change leadership programs emphasize communication, collaboration, and commitment so your leaders can align their team, peers, boss, and organization with their change efforts.
Help your organization navigate change successfully by equipping your team with skills and knowledge to present the change effort in a way that others can embrace. We can deliver our world-class, research-backed change leadership content to them — or you can.
We can equip your facilitators to deliver a workshop or internal training on leading people through change, either online or in person, whichever you prefer:
Or, we can incorporate leading people through change as part of a larger leadership development initiative for your organization:
Organizations who have partnered with us to upskill their people’s ability to lead through change consistently tell us the same thing: their experience with CCL made a significant impact on their culture — and their bottom line.
But don’t just take our word for it — take theirs.
“Because of the fast growth in the organization, we needed to come together as a community. We used the formal leaders on the steering committee, but then we bolstered that with the people who showed up as influencers. I have no doubt that the network analysis helped the process of change tremendously.”
Marion E. Broome
Duke University School of Nursing
Yara International sought to transition from a “rules and enforcement” mentality to a “value driven” approach. Yara turned to CCL for help assessing the compliance culture and then changing it to something that better suited the company’s evolving needs.
Our experts are here to help. Let’s have a conversation about leading through change at your organization and how our change leadership content could help support your development initiatives.
Change-capable leadership is about how to forge a common direction around change, and how to align people and resources toward the new direction. Learn more about how to lead change in your organization.
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Follow these 4 steps to help your workforce overcome change fatigue and build change resilience, which will foster a more innovative organizational culture.
Package our research-backed content on leading through change with other proven leadership development topics and solutions for a customized, scalable solution perfect for your organization’s unique needs, context, and culture. Related topics include: