What are 5 key principles of change management that should be super obvious...except they aren’t obvious at all?
By: Josie Holecko
Unpacking the ‘Obvious’ in Change Management
As a change management intern that has been in the field for half a year, I’ve had the opportunity to dive deep into the world of organizational change. When I first started, I had little knowledge of change management principles, which opened my eyes to what seems obvious but often gets overlooked.
Over the past six months, I’ve come to realize that some key principles of change management should be super obvious—yet they aren’t. Here are five that have been particularly impactful on my journey.
Principle 1: Emotions Matter: The Heart of Change Management
One of the first lessons I learned was the importance of understanding the emotions tied to change. There are a few different feelings heavily associated with change, whether it is personal or work-related: denial, anger, bargaining, depression, acceptance, and integration. It is important to recognize that every single person will handle a change differently. One may have high confidence and start at acceptance, while the other may be wearier and start in denial.
Emotions play a crucial role in the success of any change initiative. Managing these emotions is just as important as the technical aspects of the change. To avoid someone being stuck in the more frustrating phases, you must answer a couple important questions:
Why is this change happening?
How will it affect me?
Do I need to do anything to help with the change?
What are my next steps?
A common reason people may resist change is because they don’t know why it is happening! When I started working in this department, I learned about a change that failed miserably. A large software change occurred without the buy-in from any stakeholders. Nobody knew why the old software was suddenly gone and people did not know how to use the new one. This resulted in mass frustration, people were not getting paid, and it seemed like there was no support! This is when I realized just how important it is to communicate, even if it feels like you already did. Just dropping big news on someone is now enough, you must support them through their emotions, before, during, and after integration.
Principle 2: Collaboration Over Competition
Contrary to the “looking out for yourself” belief that corporate America has been known for, prioritizing others is essential in OCM. Putting in the extra work now that will help another colleague out will significantly build trust and help your future change initiatives.
A simple way to do this is by always being a friendly face in the office. Introduce yourself to colleagues you haven’t formally met before. Even a smile in the common areas can make a huge difference. A formal way you can do this is by sharing your approach to building trust within your team, like holding feedback sessions or giving stakeholders a voice.
Principle 3: Transform Communication from One-Way to Two-Way
Initially, I assumed communication during change was just about sending out regular updates. However, I quickly learned that true communication is a continuous dialogue. For example, your communication doesn’t stop after you send the initial email, you must make yourself available for questions and concerns.
Creating open channels for feedback allows for more effective adaptation of messages throughout the change process. I recommend scheduling regular check-ins and Q&A sessions with your team (especially if there are a large group of stakeholders) to keep the lines of communication open.
One thing that helped me was introducing the updates in a meeting first, so that the email was not the first time my colleagues learned about a change!
Principle 4: Cultural Shifts Are a Marathon, Not a Sprint
One of the most surprising lessons has been understanding that culture change is gradual. It seems obvious, but here is why it is not at all. Picture this: I worked for weeks on rolling out a change, thinking I was doing everything right. Hosting meetings, writing communications, and doing everything I could to make sure it went smoothly. But by the time it officially rolled out, there were still questions and resistance!
Culture change is not immediate; it requires consistent reinforcement and patience. Recognizing and celebrating small wins along the way can help keep motivation high. Once I remembered that it was not a reflection on my work, but on the different levels of emotions from others, I was able to better support them and keep the change moving!
Principle 5: Change Continues After Implementation
When I first entered this role, I thought my job would be complete once a change was rolled out. However, I soon discovered that change management requires ongoing support and adjustments.
Sustained success is achieved through continuous monitoring and follow-up. Consider scheduling regular follow-ups and impact assessments to ensure changes remain effective. Celebrating your wins goes a long way! It goes back to building trust for future changes that will inevitably occur.
The Overlooked Essentials of Change Management
These five principles—understanding emotions, prioritizing others, maintaining open communication, being patient with culture change, and recognizing that change continues after implementation—are key to successful change management.
They may seem obvious, but they often go unaddressed in practice. I encourage you to reflect on these principles and consider how they can enhance your approach to managing change.