The HAP Group, LLC
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Lead Change and Deliver Results
Nothing New Happens without Change
“Leading change today requires strategic thinking, great timing, accountability, and engagement. Change Up helps you get there.”
Unfortunately, people are exhausted by all the changes in business and their personal lives. They need leaders to provide clear direction and a compelling reason to motivate them to action.
Change Up provides a leadership framework to engage and motivate others to "want" to move in the new direction in these uncertain times.
- Overcome the natural resistance to build acceptance
- Master the keys to successfully lead change
- Avoid the 10 common mistakes in executing change
- Balance the people side with the business side of an implementation
- Engage and motivate others to “want” to move in the new direction
Keys to Leading Change
Agreement
The leadership team must agree on the change, its purpose, its importance, and how success will be measured. A Case for Change provides the compelling reason why this change is important to address now.
Acceptance
People who struggle to accept the change will not get behind the effort. People must accept the change to be able to take positive action. This means attending to both the physical and emotional sides of change to help people move forward.
Alignment
To consistently implement the solution across the organization, leaders and staff need to agree on the actions to implement the change. The implementation will be chaotic if actions are left to individual functions and departments.
Action
Leaders need to buy-in to the changes as exhibited in their actions. People become more willing to carry out their part if they understand how the initiative affects them, what’s in it for them, and how their work impacts the overall initiative. Large-scale change requires leaders to shape new behaviors through regular coaching and removing obstacles.
Accountability
People must acknowledge that change is necessary and must own their part in making it happen. Look for early adopters committed to the change and starting to deliver results, and acknowledge them. Accelerating the implementation helps if colleagues hold each other accountable by giving and receiving feedback.
Achievement
The whole purpose of leading change is to achieve a desired outcome. Focusing on building a change-resilient culture and then reinforcing the actions toward it can greatly increase the likelihood of success. Stay maniacally focused on the people-side of change and ensure that new behaviors become habits so they can deliver results.
Make Change a 'Non-Event'
Move from Resistance to Acceptance
Strategy execution is the name of the game. To deploy a new initiative requires people to step out of their comfort zone and try new approaches.
People either get excited or distracted by organizational changes. More often is it the latter; people are distracted, feel uncertain, and may even resist making the changes. A distracted organization can make it difficult to achieve the desired results.
To keep everyone advancing:
• Provide direction
• Communicate consistent, credible messages.
• Be visible, ask questions and listen to the answers.
• Model the new way. Avoid personally slipping back into old habits.
• Resolve issues.
• Reinforce the new way through coaching and feedback.
• Celebrate small victories daily.