5 Ways to Support your Team while Implementing Change | Change Management in Business
1. Understand the changes first
As a leader, educating yourself is crucial. Being able to teach a concept to a group of people requires a full understanding. You must know the changes that you are asking your team to implement to support them. They won’t be able to adopt the changes if you don’t fully know them first.
Recognize that the way you understand the change may be different than your team. Acknowledge the different people that will be taking on this change. Is there a way to differentiate the way you guide each persona group?
2. Implement in different phases
Implementing in separate phases allows you to collect valuable information on how your team is adapting to a change. It allows you to adjust as you go to foster the open environment necessary for effective change.
Hypercare takes place immediately after a major change occurs. It is the time when you should be available for heightened support and attention to your team. This is extremely helpful to ensure a smooth transition.
Leaders should take what they learn during Hypercare of these smaller phases and apply the extra support for future groups that are going through the same change.
This can look like many things; for example, gathering helpful resources and creating necessary job aids and quick start guides.
3. Tell them WHY
A large reason changes fail is because the users do not understand WHY the change is occurring. It is difficult for someone to fully integrate themselves into a change that they do not think is necessary.
Leaders must help their team feel secure by walking through the process and talking to them through how it will benefit them.
4. Navigate the emotions of change
Whether at home, at work, or even at the grocery store, everyone faces change. Everyone goes through change on their own journey. This can look different for every single person on your team.
The Kubler-Ross Change Curve is a great resource to understand the different emotions of change.
5. Celebrate your wins
Congratulations! Navigating a substantial change with your team is difficult, but so important. This is a time to now show your gratitude to your team for their adoption and integration of the change.
This will prove to them that you care, and the change was made to make their lives better. Thank them for their time and make yourself available for any questions that may come up. Write down any lessons learned from this experience that you can apply for the next change you implement.
Learning how to effectively support your team through change is valuable because, while you may have reached integration for this change, another one may be right around the corner that will send you back to denial. After all, change is inevitable.