If you've spent any time in large organisations recently, you know how difficult it can be dealing with change at work. Change managers play an important role in guiding teams through these transitions, building confidence, and ensuring accountability. Your approach as a change manager can greatly influence the culture of your organisation and the success of the changes being implemented. Are you the kind of change manager who pushes for accountability, or do you focus more on creating harmony and avoiding conflict? In this blog post, we will explore different change management styles, including their benefits and drawbacks, supporting you in finding your unique approach.
Understanding Change Management Styles
Change management combines various methods and tools that can significantly affect how change is adopted within an organisation. Change managers adopt various styles, including driving accountability and fostering harmony, and each style has unique traits.
Change managers who drive accountability aim to set clear expectations and ensure leaders and team members take ownership of their future ways of working. For example, a company facing a technology upgrade might implement structured checkpoints where employees report progress on their readiness to adopt the new tech. This approach encourages responsibility, as may be borne out in better performance metrics.
Those change managers who promote harmony focus on relationship-building up front. They aim to encourage a supportive environment where collaboration is key. For instance, during a major restructure, a harmony-focused manager might hold regular check-ins to discuss issues and concerns, acknowledging the team’s emotional landscape. They believe a positive atmosphere can encourage team members to embrace change more willingly.
Both styles have their upsides and downsides. Understanding the style you align with naturally can help you identify a new range of tools to manage change in a more effective way.
Driving Accountability: Pros and Cons
The Advantages
Clear Expectations: Defining specific roles and tasks gives the organisation a solid understanding of responsibilities throughout the change process and beyond. When team members know that achieving specific goals is part of the change, they are more likely to meet those targets. Ultimately this drives acceptance and adoption.
Increased Performance: With a strong focus on accountability, employees often strive for higher performance. Organisations with strong accountability systems have higher performance levels than those with weaker structures.
Focused Goals: An environment emphasising accountability encourages quicker change implementation, resulting in overall effective initiatives. This means that companies that drive accountability with focus, can reduce project timelines and improve the quality of outcomes.
The Disadvantages
Potential Resistance: Not everyone reacts positively to accountability measures. Some might feel overwhelmed, leading to resistance. For example, an employee who excels in collaboration might feel offended by rigid accountability measures.
Conflict: Focusing too much on accountability can create friction, particularly when expectations aren’t met. This can lead to a tense work atmosphere and a culture that stifles collaboration and creativity.
Burnout Risks: Employees who thrive under accountability may risk burnout. When accountability becomes intense, those already committed might take on more than they can handle, resulting in decreased productivity.
Promoting Harmony: Pros and Cons
The Advantages
Strong Relationships: Harmony-focused managers build strong relationships with stakeholders and teams. A culture of open dialogue allows team members to express their thoughts freely. For instance, employees who feel heard and connected are more likely to share ideas, leading to innovative solutions.
Increased Engagement: Prioritising support and collaboration often translates to higher overall employee engagement. When employees feel their voices matter, they are more invested in their work.
Reduced Conflict: By minimising confrontation, harmony-building change managers help prevent tensions from escalating, which can maintain morale during tough transitions.
The Disadvantages
Ambiguity: A strong emphasis on harmony can create vagueness in roles and expectations. When responsibilities are unclear, team members may not know who to rely on, leading to gaps in project execution.
Slower Decision-Making: An excessive focus on relationships can delay the decision-making process. In a scenario where a team has to reach consensus on a significant change, this could prolong actions, ultimately affecting overall efficiency.
Overlooked Issues: In the quest for harmony, significant challenges may be ignored. For example, a team might dodge discussing declining project performance, allowing the issue to grow worse over time.
Finding the Right Balance
It can be tempting to categorise yourself strictly as one type of change manager or another. However, the most effective change managers blend a variety of styles. Understanding when to reach for the right tool, like establishing accountability and fostering a supportive environment is crucial for successful change management.
Assessing Your Style
Reflect on Past Experiences: Think about your previous experiences in change management. Which situations warranted a focus on accountability? Were there cases in which creating harmony could have yielded better results?
Seek Feedback: Ask your colleagues about your management style. Their perspectives can provide insights that help you fine-tune your approach.
Adapt Your Style as Needed: Flexibility is key. Be prepared to adjust your management style based on specific team dynamics or the nature of the change. Combining accountability and harmony may lead to more successful outcomes.
Embracing Leadership in Change
Your management style undoubtedly impacts how your organisation embraces change. By recognising whether your inclination is towards accountability or harmony, you can tailor your approach for optimal engagement and effectiveness. A balanced approach that incorporates both accountability and relationship-building is a step forward in building trust.
Ultimately, the goal is to improve change outcomes while ensuring the productivity and well-being of your team. By understanding your management style and reflecting on it, you can become a more effective change manager, creating successful change initiatives that resonate within your organisation.
For assistance building a flexible change toolkit, book in a briefing to find out how we can help.
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