Successful Change Management: 5 things to consider when leading teams through change.

by: Emma Laurence

Leading a team through change can often seem daunting particularly in a sector where change is a constant. While it could be assumed that staff are used to going through a change process, in reality they are always concerned about how change can affect them and the way they work. Commonly they can suffer from change fatigue. Good team leadership through change management can ease pressure on staff, bring a team together towards a common goal and allow them to see an achievable endpoint.

There are five key elements that any leader, whether at a team level or institutional level, should consider when delivering a successful change process.

Communication: The value of transparency and clear communication cannot be understated. Leaders need to explain why the change is happening and how it will affect both individuals and the team as a whole. Framing the change within the institution’s strategic plan or goals can help teams understand the context for change. Consider developing a well thought out communications plan with clear implementation milestones to assist with keeping teams informed.

Empathy: Workplace change invariably leads to anxiety and emotional stress for those going through it. Providing opportunities for team members to have a voice can assist with reducing uncertainty, resistance and reluctance to participate. Understanding how change may affect a team and encouraging and listening to feedback will help a team feel included in the process. Consider consultative workshops and feedback mechanisms to understand how your team may be affected, as well as encouraging individuals to access to resources such as Employee Assistance Programs.

Ownership: If teams are given the opportunity to co-design and contribute to the long-term goals of the change process, they gain a better understanding of why the change is necessary. Focussing on how the team will manage processes and output removes uncertainty and enables them to determine what the future looks like within their team. Consider process review workshops where current practices can be reviewed and future processes can be co-designed.

Shared Vision: When teams are given the mechanisms to contribute to the success of change management, they have buy-in to ensure the process succeeds. A clear picture of what success looks like and connection with tangible outcomes such as improved student service delivery, can help at team develop a shared vision. Consider working with your team early in the change management process to develop a set of obtainable and agreed goals and aims.

Support: Adjusting to change is often hard, and teams who are given appropriate support through professional development, training or mentoring can manage these adjustments more successfully. A team culture that celebrates small wins and acknowledges significant milestones creates a positive environment and makes team members feel supported. Ongoing feedback mechanisms, even after the change process has been completed, allow for minor adjustments and refinements of newly implemented ways of working. Consider the training needs of your team through a Training Needs Analysis.

No change is easy, but with appropriate processes and support, teams and individuals can navigate it successfully.

DVE can help your team navigate change. We offer tailored change management solutions including: