Navigate change by first explaining the consequences of the status quo to your team. Help them understand the cost of not changing.
Once they realize the need to go in a different direction, assure them that you’ve charted a new course. Express confidence that this will propel the organization toward a brighter future.
To pave the way for a change campaign, start by asking yourself:
1. Why must our team buy into the change? List the reasons change is necessary. Identify threats that can undermine your organization’s health, both sweeping trends in your industry or the economy as well as internal challenges such as obsolete systems or high turnover. Then consider how your change initiative will ward off those threats.
2. Why does our mission matter? Review what your team actually does—the daily activity and work product—and how it ties into the overall mission of the organization.
By summarizing why your staff’s job responsibilities matter, you let everyone step back and see how change can fuel success and advance the group’s mission.
3. Who are our customers? Weigh how change will enhance your customers’ experience or strengthen your relationship with them. Pinpoint how they benefit from your new direction.
4. What’s our road map? Describe how your team will achieve change. Make it easy for everyone to understand how they will get from A to B—with B representing the destination.
— Adapted from All In, Adrian Gostick and Chester Elton, Free Press.
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