As business leaders prepare for the new year, we find that organizational change management is a common topic of discussion in organizations. The term ‘change management’ is a collective for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. This process is often stressful, frustrating, and difficult for both the senior leadership and the employees. But it is crucial to keep up with the rapid evolution of customer requirements, governmental regulation, and the business environment.
That said, being prepared and using an organized approach can help mitigate negative conditions. The Dale Carnegie Training Change Model helps leaders prepare for change and encourage employees to embrace the change and drive positive outcomes.
The Dale Carnegie Change Management Procedure
Embracing change is at the heart of Dale Carnegie’s philosophy for success, as are the interpersonal skills required to build trusted work relationships and psychologically-safe working environments that support innovation and make implementing change easier.
Below is the procedure we recommend to all leaders and organizations looking to implement changes in their structure, services, and leadership:
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How to Begin Implementing Change
In order to reduce resistance and set your change initiative up for success, we recommend that you focus on these 3 details:
- Evaluate the Risks: Look beyond the opportunities of the proposed change by carefully evaluating the potential risks. Too much change at once can be overwhelming, no matter how necessary it may be. Coordinate efforts and consider how one change initiative may impact another.
- Resources: Make sure you have the right resources to support the change. This includes both the funding and skilled people needed to implement the change initiative. Lack of confidence is a common reason people resist change.
- Get Leaders on Board: Before announcing the change, get buy-in from the leaders. If it has the potential to reduce their influence within the organization or puts them in a new arena where they may be less comfortable, address those issues first. You can announce the change initiative once they fully commit.
The Leader’s Role in Embracing Change
Although not every leader in the organization will be involved in shaping the change initiative, once the decision is made to move forward, an organization needs every leader to do their part to ensure organization-wide buy-in. Just because leaders and managers within an organization understand the need for change doesn’t mean the rest of the organization does too. It is the leader’s role to continuously communicate the vision to get the organization to fully commit.
9 Tips for Leaders to Successfully Manage Change
Leading change can be difficult. Some people will embrace change, seeing the potential upside. Others will be skeptical, and the rest will fall in the middle, waiting to see what happens. This leaves leaders to deal with a wide range of emotions and responses from employees.
We have found that one of the most important disciplines leaders should focus on is to listen to employee opinions. It can strengthen the organization and even help strengthen how the vision is being communicated post-change.
If your leaders struggle to find ways to manage themselves through the change, share the following eBook with them. It includes 9 ways to manage yourself through change.
Involve Dale Carnegie to Navigate Change
Every organization is unique. So the way your people and processes evolve will also be different. While the Dale Carnegie Training Change Model provides a step-by-step approach for staying focused and positive while integrating change throughout the organization. The key to success will be to teach your leaders the practical tools and peer-tested insights from Dale Carnegie.
Empower your leaders by enrolling them in the Dale Carnegie Leadership Program. Find out more by filling out this form.