how to handle and navigate change

change is inevitable. how we handle and interact with it is optional.

in working with an executive client instituting large-scale changes to his team’s org chart, we discussed how to shepherd change effectively.

we read the book switch together. it offers a framework for balancing logic and data with feeling and emotion.

as i know you’ll be faced with change in the future too, here is a synopsis of the key points to help you navigate yourself and others through it:

1. focus on clear, rational communication:

provide a direct explanation of what's changing and why it's necessary.
use concrete, vivid language rather than abstract concepts.
script the critical first steps for the team to take.

2. find and highlight ‘bright spots’:

identify areas where elements of the desired change are already working well.
use these examples to show that the change is possible and beneficial.

3. create a compelling vision:

paint a clear picture of where these changes will lead the organization.
emphasize how the changes will benefit both the company and individual team members.

4. break down the change:

present the change in smaller, less daunting steps.
set and celebrate small wins along the way to build momentum.

5. address the rational and emotional sides:

while focusing on logical arguments, don't neglect the emotional impact.
acknowledge concerns and fears openly.
use stories and analogies to make the change more relatable.

6. involve the team:

create opportunities for input and feedback.
use this input to refine the approach, showing that you value their perspective.

7. prepare for resistance:

anticipate potential objections and prepare thoughtful responses.
be patient and understand that adaptation takes time.

8. lead by example:

demonstrate the behaviors and attitudes you want to see in the team.
be consistent in your messaging and actions.

9. leverage informal leaders:

identify respected team members who can help champion the change.
equip these individuals with the tools to support their colleagues through the transition.

10. maintain open communication:

establish regular check-ins and updates throughout the process.
be transparent about progress, challenges, and any adjustments to the plan.

even if emotional intelligence isn't your strong suit, showing genuine concern for your team's well-being and actively listening to their feedback can go a long way in building trust and acceptance during a transition.

whether or not you’ll move through change alone and/or with others, i hope something in here helps you do so with more ease and less friction.