Persisting and staying the course even when progress seems to be minimal is an absolute must when leading through change. It is inevitable that you will experience change at some point throughout your professional career. As a leader, business owner or entrepreneur, it’s your job to set the tone when leading your organization through change. Griffin, Phillips, and Gully note that “when others see the benefits, they automatically drop their inherent resistance and join in” (p. 547).
Enabling open communication is one of the best strategies to enable change, this will allow an open floor method where voices are heard, and the parties involved are motivated through the ability to participate with recognition. The biggest factor to achieving open communication is establishing trust and this will motivate employees to have the organization best interest at heart.
“Too often, the only people acknowledged after a change effort are those who tried to stop it” (Griffin, Phillips, Gully, p. 548). A well-designed program will include detailed plans for moving people from one set of behaviors and results to another, with fully formed assessment, communications, tracking, and reward strategies to enable that change. Far greater change success is achieved also by rewarding the influencers in the organization into your change agents. Therefore, rewarding the contributors is one of the keys to a successful change.
The idea of collaboration stems from the need to have all the related stakeholders on board when looking to initiate change (Pfeffermann, 2019). “Workplace collaboration” is organized teamwork; setting processes in place to ensure that team members work together to make decisions. Teams may employ a range of practices depending on the industry, company, or project, but regardless of the tool, collaboration will strengthen the process and product.
Griffin, R.W., Phillips, J.M., & Gully, S.M. (2020). Organizational Behavior: Managing People and Organizations (13th ed.). Boston, MA: Cengage.