USA
Belgium
France
UK
Australia
India
Singapore
How to navigate enterprise-level change management effectively:
7 considerations for change agents
December 11, 2023
Change is messy. Change is non-linear. Change is complex. Change is also constantly changing.
Enterprises and companies are constantly undergoing tremendous transformation – on all three fronts. Business, people, and processes. So how can a chief of staff (or any change agent) effectively manage change? Especially in an uncertain environment. Below is practiced guidance for navigating the complexity of change that I find effective as the Chief of Staff to the CEO and Vice President of Corporate Strategy at Innova Solutions.
7 rules of thumb that need consideration in managing large-scale organization wide change initiatives and how a Chief of Staff (or any change agent) should operate in this uncertain environment.
1. Accept that change takes time.
- Change is a process and not an event. So even with best laid schemes, and plans, expect the unexpected and unforeseen to occur. As a chief of staff, you need to balance being ambitious and realistic about timelines.
2. Acknowledge that managing change is difficult.
- Often about keeping many different things in the air at the same time and these can Change over time. Prioritizing and constantly re-ordering your priorities with various stakeholders is key to managing expectations and timelines.
3. Learn from all experiences. Avoid cherry-picking data.
- It is important to learn from all experiences (the good, the bad and the ugly) and not simply focus attention on so-called ‘success’ stories. You often learn more from the failures. What didn’t go accordingly to plans and why? Analyzing this will help you more with the next stages of planning.
4. Remember that communication is more than just communication. Be an effective communicator and storyteller.
- Employee communication should be ongoing and consistent. Be aware of competing narratives that co-exist. These can undermine and misdirect attention and create environments of mistrust and uncertainty. Overcommunicate if necessary.
5. Align training and education with the new operating philosophies, procedures, and processes.
- Ensure alignment of training programmes with new initiatives that seek to develop required skills. If not done well, this can be a major source of employee skepticism and frustration. Build FAQs and talking points to enable learning and education.
6. Exercise political savvy and influence building. Align on a shared purpose.
- Political sensitivity and astuteness are crucial to maneuver through shifting terrains. Become aware of traditions and culture, draw on parallels on past experience. Anticipate and pre-empt concerns of groups and influential stakeholders.
7. Simple solutions to complex problems do not exist.
- Do not expect a universal prescription. Be wary of anyone who tries to provide a quick fix. Alas, there are no silver bullets that exist to guarantee success. The only way out of change is through it.
Change management is an on-going process. Be sure to celebrate wins along the way to keep teams and stakeholders motivated through the evolution process.
Be an Insider
Get updates on our latest blogs, thought leadership and success stories right in your inbox.
*Any personal information shared will remain private and confidential.
