Donna's blog on coaching, leadership, and life

Organizational change is complex. A few strategies that may help.

Although change has become an expected and common denominator in business, it still presents its share of complexities. Here are a just a few things that I’ve either experienced or observed relating to organizational change—along with a few strategies that you may find helpful to consider as you lead yourself and/or others through change.

– Effective communication sits at the core of any effective and sustainable organizational change. How people are engaged and how eloquently and frequently the change, its impact, and the standards for meeting the challenge are communicated, via leadership, is key. And, in order for people to internalize and retain what you’re communicating they may need to hear it six times, six different ways.

– The strategy for change may be clear, yet the impact on infrastructure tends to be complicated and takes a great deal of time and commitment to implement. Based on this, it’s important to establish and plan interim strategies and communication in order to engage and retain others throughout the shift. And it’s crucial to measure and reward results as the change evolves and takes hold.

– When organizational change takes place, individual roles and responsibilities are frequently uprooted or re-established. It’s common to see a lack of clarity emerge relating to an individual’s role or ownership of responsibilities. New roles and responsibilities need to be introduced clearly and supported by upper management during the transition in order to achieve a solid new organization.

Organizational change that generates successful results is a major undertaking that is a perfect storm of strategy, planning, communication, leadership, and employee engagement and commitment.


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