Today we break from our typical blog format and go back to basics to answer the top FAQs I get asked about change management. If you have questions about change, read on, or book an individual session with us to find out how we can help you navigate workplace change, personal change, or growth as a change management professional.
Change Management FAQs: Back to Basics
1. What is change management?
Ever feel like changes at work are a constant theme park rid you can't get off? That's where change management comes in. It's a structured approach to help everyone navigate those ups and downs, so we all reach the destination smoothly... and maybe even enjoy the ride!
Change management protects your organisations investment in projects, programs and initiatives by focussing what it takes to smooth the way and achieve people's adoption of the proposed change.
2. What are your top interview tips for change managers?
If you want to land that dream change manager dream job, here's the not-so-secret inside tip: Do your homework and don't give up.
Before your interview, research the company's past changes, and have examples ready of how you helped teams through tough transitions. Focus on what you have done, not on the experience you don’t have – even if its only been small contributions to date: articulate those examples and explain why they’re relevant to the job you want.
Research the interviewer. What do they need from this interview? Who do they represent, what does their organisation need? If your interviewer is time-poor, they may appreciate punchy answers with follow up questions to check whether you’ve given the right level of detail. If they are a people person, they’ll want to get a feel for you as a human before they jump into business.
Always keep a positive attitude in the interview, there may be tough questions, and you may feel rattled. But stay confident, always use positive language, especially when talking about weaknesses and past employers; and bring a can-do attitude to the interview.
Revising your experience and acknowledging your skills will help you find a genuine way to believe in yourself for this job, and take that with you to the interview.
Good luck!
3. What is resistance?
We've all been there. That overwhelming feeling of 'Nope, not doing it!' when things change. That moment when you're dwelling on the problem, admiring it from every angle, talking about what he said and she said and why it won't work...etc. That's resistance.
Resistance can be refusing to listen, accept, move towards or adopt a change. By ignoring the premise, we sometimes think the problem will solve itself, or the requirement to act differently will go away. Resistance is a normal human response and good change managers understand that. We're here to help everyone see the benefits and feel comfortable with the new way.
The only way through resistance is to recognise the change that's calling you and lean in.
4. Why do organisational changes fail?
Big changes can fail for a few reasons: No clear goals, insufficient communication, not listening to people impacted by the change.
Running change without a plan is a recipe for disaster. Achieving success means building a solid foundation, finding true leadership and sponsorship of the change, identifying impacts, mitigating risk and getting everyone on board.
5. How is leading change different to managing change?
Managing change is about the process - the steps, the timeline. Leading change is about the people - inspiring them with the vision, getting them excited about the future. You need both for true transformation.
There are roles that use these terms. A Change Manager will be the person who manages the process. While a Change Manager may also display leadership qualities, they are not the holder of the vision, nor the definer of the need to change.
It's essential for successful organisational change that business leaders are fully committed to the change, that they display their support for change, and they connect with people impacted by change to walk with them through difficult times. Leading change means being able to talk about both the problem, and shine a light on the solution.
Change leaders and Change Managers both clearly articulate the 'why'.
6. What is the role of values in organisational change?
Values are your North Star during change. They guide organisational decisions and keep your team aligned. During change when leaders behave consistently with their stated values, they build trust even when things get shaky.
7. Can change managers have different values to the organisation they're changing?
Absolutely! Change management is a highly inclusive profession. Different perspectives are valuable in change. A change manager might bring fresh ideas that challenge the old ways and help the company grow in new directions.
That being said, it is important to realise that when misalignments occur, the strategic direction of the organisation must be the source of truth. Sometimes it might be necessary to put personal perspectives aside to achieve unity in the organisational change you are driving.
Ideally, the focus should be on finding the best path forward together that meets as many objectives, as inclusively as possible.
8. How do I get started planning an organisational change?
First, start with the 'why' - what's the goal? Ideally there is a compelling need to act. The more compelling the need, the greater likelihood that people will support the change.
Next, the 'who' - who's involved, who is impacted, who needs to deliver the change, who could disrupt it from happening, who will lead people through and be the face of the change?
Then, the 'how' - your strategy. What is the current state of play, what does the organisation look like in the future? The nature of the differences between the current and future states will give shape to how to get there.
Finally, the 'when' - your timeline. Working with project managers, the delivery team and business units, change managers will plan out a sequence of change activities. These are designed to ensure people are informed about the change, able to use any new skills and tools required of them in future, and ready to cutover to use the new solutions in their day to day work.
A clear plan makes all the difference!
9. I'm struggling with feeling like I'm not making a difference as a change manager, what can I do?
If you're feeling stuck, and feeling like your efforts as a change manager are unwelcome or unproductive, try to remember that change is a marathon, not a sprint. In addition, just by being present, you've caused people to become aware of the need to change, and that can be enough to create resistance. It may take people a little time to adjust to the idea of change.
For change managers becoming overwhelmed, losing their job satisfaction or working in toxic environments, it's often helpful to go back to basics. Ensure you understand your role, your boundaries and your process. Focus on building relationships and fostering collaboration. Acknowledge the small wins, celebrate progress, and keep listening to the team around you. Get support from a trusted mentor or professional change management coach to talk through your approach, support your instincts and broaden your toolkit.
You're making a difference, even if you don't see it right away.
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