How to Lead Through Workplace Change Efforts
Bradford R. GlaserLeading change is no longer the sole responsibility of the C-suite. While executive sponsorship is important, real success depends on the commitment of people at every level of the organization. Change is most effective when it’s not just announced from the top but embraced throughout teams, departments, and daily interactions.
When employees understand why the change is happening, see how it connects to their own work, and feel equipped to contribute, they become active participants rather than passive observers.
This shared ownership helps break down resistance, builds momentum, and makes the transition feel less overwhelming. With broad belief and participation, change can be carried forward more smoothly and with greater confidence across the entire company.
Let's take a look at what you can do to lead change and make sure it sticks!
- Develop change leadership skills
- Generate support for change
- Effectively lead change initiatives
Table of Contents
Ways to Lead Change
Change has to be believed to be achieved. There are certain ways an employee or manager can show their dedication to a change to get others to buy into it. However there's more to it than teaching management skills or leadership skills. The leadership training should include:
- Model the Change: Model the change and “walk the talk” when it comes to it. To ensure change is implemented appropriately, model the behaviors around the desired end result.
- Communicate the Change: Effectively communicate the change to everyone involved so people are in alignment.
- Involve others in the change: Ensue everyone is part of the change to help employees feel included and more positive about the change.
- Help others break from the past: Many people feel that change is scary. Help others feel more comfortable with the change as it happens and stop focusing on past ideas.
- Create a supportive learning environment: Create a supportive environment where issues about the change can be brought up. Give staff every possible opportunity to practice behaviors consistent with the new way of doing things.
How to Create More Positivity Around Change
A change leader supports learning by challenging existing norms. Here are some techniques to keep in mind for creating supportive change environment with more positivity:
- Banish blame:React to mistakes or problems by consciously focusing everyone’s efforts on understanding and correcting the situation. Mistakes represent opportunities to learn.
- Admit you don’t know:Don’t guess if you don’t know – instead, show that not knowing happens during times of change and that the proper response is to seek out the information or answers you’re missing.
- Create a practice zone:Help others find the time and space they need to try out new behaviors for a new change without time pressure. This puts the focus on process.
- Support time for training:Coordinate workloads that others can train without falling behind on their regular responsibilities.
Tips to Manage Resistance to Change
Even when change is clearly communicated and the value of the change is stated, resistance is still natural. People may feel uncertain about the next steps they should take or how the change will impact them and their work. They may feel protective of the old ways. Leaders who ignore resistance may slow down momentum, lose trust, or even stall completely.
Instead of thinking of resistance as a problem, look at it as useful feedback. It shows you where employees need more information, assurance, or involvement. Here are a few ways you can overcome resistance to change to ensure everyone is in alignment:
- Listen: Give space and time for employees to voice their concerns. Don't just try to immediately fix the problem. Really listen to the concerns of your employees.
- Acknowledge the discomfort: Change usually means letting go of what's comfortable. This can be hard and takes time to adjust to new processes.
- Provide clarity: When employees are uncertain, there's room for pushback. Be upfront about what's changing and what's not changing and the reasoning behind it.
- Invite participation: When people have a say in the change, they are more likely to support and embrace it. Find opportunities for employees to have an active role in the change.
Make Change Initiatives Last
With the ever-evolving marketplace, you can't get left behind if you want to succeed. Organizations need to adapt and change to the demands of today. Ensuring that changes are properly initiated and supported through every level is the number one way to ensure you stay ahead.
HRDQ's Leading Change at Every Level assessment and workshop helps participants develop a strong foundation in leading change. Participants discover what behaviors lead to effective change initiatives, they evaluate past change behaviors, and commit to an action plan to develop the necessary skills to become change leaders.
Equip your teams and organizations with the skills they need to succeed.
