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It’s Only Common Sense: 12 Steps to Lead a Change

I have always felt that one of a leader’s most important characteristics is being able to embrace change. Someone who not only anticipates change but looks forward to it will always have a distinct advantage over those who hate change. 

Change is inevitable. Not only should you get used to it, but you should look forward to it with an open mind.

In fact, a true leader will most certainly be the impetus of causing change for the better, which is certainly one of the most difficult aspects of being a great leader.

As we enter (hopefully) this post-pandemic era we will be inundated with changes. From working remotely and labor shortages, to price increases and supply chain interruptions, we are facing what would normally be a lifetime of changes in just a few months.

I have been on the lookout for any advice about how to properly effect change. After reading several new books on leadership, I came across this gem titled From Bud to Boss by Kevin Eikenberry and Guy Harris. In this book, I found one of the best lists of specific steps to implement and communicate change.

Here are those nine steps from that book:

1. “Sell” individuals: Selling change requires one-on-one, personal conversations. People choose to change their perceptions. Help them see your vision and understand the steps to be taken. This requires good conversation.
2. Help people take ownership: We must encourage people to find their own vision and their personal benefits from this change of direction.
3. Let your people in on your process: Keep communicating with your team all the way through the change process. Let them witness and be part of the change process.
4. Call it a journey: This is especially true if the change is big and complex with many phases and steps. Help your people understand the process and that it will take time and patience. Let them know that they will have time to learn, adapt, and adjust to the change.
5. Ask questions: Use questions to get others to open up and talking about these changes. Their feedback is very valuable. Asking questions helps us learn what they are thinking and what their attitude about change is while the change is happening. Check in with them periodically along the change journey.
6. Sell small, build a new status quo: Help your people make small changes. Advance the status quo a little bit at a time. This approach is the best way to guide others through the change journey. It also gets them fully dedicated and on board.
7. Give it words: Create a mission with slogans. The better the slogan the more people on your team will be motivated and inspired to move forward in alignment with the entire team.
8. Celebrate progress: Create celebrations for accomplishments. Celebrate progress. Make sure to celebrate according to the importance of the progress made. This keeps your team encouraged, engaged, and motivated them through the next change phases.
9. Take responsibility: As a leader you have the ultimate responsibility of pushing the change project forward. The old adage “the buck stops here” has never been more accurate. You, as the leader, have the ultimate responsibility for the success of changing and improving the organization.
10. Speak with people not to them: In all communications, make sure you take part in dialogues, not monologues. A good conversation is always two-way. Engage your people in open-end conversations. Always be respectful. No one responds well to declarations and statements.
11. Discuss the “why” of the changes: People want to know why you are implementing changes. They need to have a clear and concise vision of the end game. Create a vision of where the company will be once the changes have been implemented. This is actually the most important aspect of having a successful change project. Remember you need to know where you are going if you plan on getting them.
12. Show what’s in it for them: As their leader and the person who wants to motivate them, you need to show what’s in it for them. They need to understand precisely how they are going to benefit directly from these changes.

If you follow these guidelines with honesty and sincerity, you will not only succeed in implementing these critical changes, but you will succeed in creating a great team. There is nothing better for team building than taking your team through a difficult and challenging project. If you do this correctly you will create the best team possible. 

It’s only common sense.

Dan Beaulieu is president of D.B. Management Group.