Creating a Sense of Ownership During Times of Change: Strategies for Successful Organizational Change

Organizational change is an essential part of staying competitive and successful in the business world. To ensure that employees are on board with the changes, it is important to create a sense of ownership among them. Involving employees in planning and goal-setting activities, seeking out their ideas and points of view, and inviting them to help make important decisions are all strategies that can be used to foster a sense of ownership. The transformation working group that guides change initiatives must also change their behaviors so that they are consistent and aligned with the new vision.

This aligns with Prosci's change methodology, Beehive's preferred model of change. Prosci's methodology is based on more than 20 years of research, with 45,000 trained and certified people around the world, making it a reliable choice for global companies. Lisa Hannum, founder and CEO of Beehive Strategic Communication, is a leader with purpose who believes in the power of communication to build better businesses for a better world. With over 30 years of experience in brand positioning, change management, cultural transformation, crisis and problem management, marketing and public relations, Lisa has worked with clients such as Verizon, 3M, Cargill, University of Minnesota Health and Beaumont Health.

Once the company is well prepared for change and high levels of trust and responsibility have been integrated into the structure of the organization's culture, only then can it begin to prepare for the battle for change. To encourage employees to take responsibility for their work and accept the changes, managers should explain to each employee that they value them taking responsibility and encourage them to do so. Additionally, organizations should rely on their leadership teams as well as key people who influence the company's culture. To maintain employees' passion and motivation to do more, establish a culture of continuous learning.

By addressing the context of organizational acceptance, it is much easier to overcome resistance and stagnation. At the lowest points, leaders can re-establish communication strategies to listen to employee opinions and build trust and support.

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