Change Management lives or dies by leaders having or avoiding Real Conversations.
There is excellent software out there for guiding Change Management. Kotter’s Eight Steps for Sustaining culture changes has been well-established as a Best Practice. We have seen organizations design elegant, multi-year strategies for defining, adjusting and implementing changes of all sorts... And we have seen all of these kinds of efforts fail for the lack of real communication between leaders, and outward from leaders on through the organization.
People need Real Conversations about the “why” of changes. And that doesn’t mean a Company Newsletter: that means they need to be engaged, face to face, in interactions in which they can ask questions, share ideas, truly integrate and understand the why. That is what creates “buy-in.” People also need Real Conversations about the “how.” They need to know what specifically they will need to do differently, what stays the same, what will be discontinued in order to prioritize the new changes. And they need these conversations ongoingly, as the changes themselves inevitably lead to more changes as things unfold…
Our approach to Change Management is to help the leaders and organization utilize the Best Practice tools and processes to plan and implement change, yes, but what sets us apart is our ability to foster a culture of Real Conversations, which is the environment these plans, tools and processes require to work effectively.