Embedding a change culture so change is no longer a series of events but is part of who you are
Change management should not be something some people do on some projects
During times of transformation, it becomes paramount for employees at all levels to navigate the evolving landscape effectively. Embedding change as a core competency through change agility skills and strategies, will not only allow employees to confidently and courageously thrive, but it will also allow companies to accelerate time to innovation and transformation return on investment.
6 characteristics of change-able organizations
1. Adaptability
The organization is flexible and open to change. Employees are encouraged to embrace new technologies, processes, and ways of working. Leaders foster a culture where experimentation and learning from failures are encouraged.
2. Resilience
Resilience allows employees to bounce back from setbacks, adapt to unforeseen circumstances, and handle times of uncertainty with confidence and competence. The organization provides support systems such as coaching, mentoring, and mental health resources.
3. Learning Mindset
Continuous learning is essential in a rapidly changing digital environment. Employees are curious and seek out new knowledge and skills and actively participate in training and development programs. Leaders offer employees opportunities for upskilling and reskilling.
4. Collaboration
The desire to work across teams and departments is crucial for successful transformation. Strong communication and interpersonal skills result in highly productive partnerships with diverse colleagues. Leaders foster an environment where knowledge-sharing and cross-functional collaboration are expected. They recognize that if 1 employee gives change a try, fails, and learns from it – that is good for that employee. But if 4 employees give change a try and fail and teach others what they learned from it – there are exponential gains for the organization.
5. Problem-solving
Transformation presents complex challenges that require innovative solutions like critical thinking and problem-solving skills to identify root causes, analyze data, and propose effective solutions. Employees use brainstorming sessions, design thinking workshops, and cross-functional problem-solving to move through barriers.
6. Agility
Agility is the ability to respond quickly and effectively to changing circumstances. Agile companies adopt iterative development, rapid prototyping, and continuous improvement practices. They iterate based on feedback from customers / stakeholders. They also empower employees to make autonomous decisions.
4 best practices to embed change as a core competency
1. Training and Development programs
a. Offer change training programs for all levels in the organization and different roles in change
b. Include change training in Leadership Development programs
c. Require new hires to complete basic change training
d. Require all employees to complete annual change refresher training
2. Leadership Advocacy
a. Lead by example
i. Complete assigned change training and expect direct reports to do the same
ii. Model the behaviors expected of employees
b. Communicate that embracing Change as a Core Competency is a key success factor in transformation
c. Encourage a culture of continuous improvement; that the status quo is unacceptable
d. Reward the behaviors you expect
e. Hold leaders accountable for driving and supporting change initiatives
f. Remove barriers and provide resources and support to employees
g. Dedicate 1 month each year to market Change as a Core Competency to reinforce the importance
3. Feedback and Recognition
a. Incorporate change competency goals into Performance and Development planning
b. Provide regular feedback on progress
c. Celebrate and recognize achievements and milestones related to Change as a Core Competency
4. Peer Learning and Mentoring
a. Facilitate recurring Change Meetups to encourage peer learning and mentoring and to share experiences and learn from, and support, each other
b. Pair employees with Change mentors as needed
The future is full of opportunity and possibility to those companies willing to embrace it by ensuring all employees adopt a mindset of “I have a role in change”.
For mission-driven organizations, this translates into having greater capacity to do more of what you exist to do!
You will attract talent that has a change mindset.
You will no longer be an organization that applies some change practices on some projects because change is part of who you are.
If you don’t think now is the time to embed change as a core competency, ask yourself when you will be ready and what you risk if you don’t take this on now.
