Aligning with Change Initiatives: Strategies to Help Your Team Adapt

Don't expect to implement the change overnight. 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 solid choice for global companies. Lisa Hannum is the founder and CEO of Beehive Strategic Communication, a certified B corporation.

She is a leader with purpose who believes in the power of communication to build better businesses for a better world. Lisa has more than 30 years of experience in brand positioning, change management, cultural transformation, crisis and problem management, marketing and public relations. Customers include Verizon, 3M, Cargill, University of Minnesota Health and Beaumont Health. Lisa speaks and writes frequently about the business value of communication and work culture. For any organization looking to make a successful transition to a new initiative, it is essential to have a common vision of how the team will work together and with stakeholders to make it happen.

Prioritizing this vision over all other tasks will help keep everyone focused and aligned with the goal. Introducing too many new things at once can lead to failure, so it is important to create a plan that will facilitate a smooth transition. A change management plan can ensure that employees are guided through the process and that any resistance is managed quickly. Gartner indicates that only 34 percent of all organizational change initiatives are considered “obvious successes”, while 50 percent are considered “obvious failures”. Another 16 percent showed “mixed results”.

To be among the successful 30 percent, it is important to understand the reason for the change and create a plan that eliminates any obstacles that prevent employees from working towards it. No matter what type of organizational change you're undertaking, providing training and support is essential for employees to adapt emotionally and practically to the new initiative. This could include eliminating barriers, providing resources, ensuring learning opportunities, partnering with stakeholders, supporting employees during change, measuring progress, and rapidly managing resistance. Leaders should also re-establish communication strategies to listen to employee opinions and build trust and support. Finally, proactive identification of barriers can allow the organization to respond to and resolve problems that create resistance to change. By understanding the precipitating factors that have made organizational change necessary, you'll be better prepared to address those concerns.

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