Embracing Change: A Journey of Collaboration and Communication
As I progress through this career pivot, after leaving a negative work environment to pursue projects that exercise my passions and skills, I am happy to share that in addition to continuing my studies in ESG (Environment, Social, Governance) risk assessment and reporting, I am taking on a certification in Change Management.
This has come at a time of significant change in my life, having started a family less than five years ago, moved three times and bought a home. Now, embarking on this new journey of growing a business driven by collaboration and communication, I find myself reflecting on change as an inevitable part of any individual or organization’s growth and evolution.
Major changes, particularly those that directly impact the work people care about, can be both challenging and invigorating. These changes create new opportunities for conversations that transcend industry, department, age, race, gender or any other silos, fostering a collaborative environment.
Just as ideas, plans and agendas may shift and adapt, with the core values remaining steady; my personal vision statement has taken on more clarity and purpose to reflect the changing needs of our workforce and the environment in which we create value:
To be a guiding resource for building resilient people, economies and environments by leading projects that:
have a positive environmental impact
promote human-centric leadership
drive sustained growth, productivity and engagement in a collaborative environment
foster innovation
However, the journey doesn't end with the announcement of change; the real work begins in how we manage and navigate this transformation.
The Power of Communication
Communication is the cornerstone of managing change effectively. It's essential to include everyone in the journey, ensuring that all voices are heard and considered. Strategic change often presents a dilemma: balancing short-term benefits with long-term reinvention. While maintaining the status quo can be tempting, embracing change can lead the organization toward a more sustainable and successful future.
Taking Change in Small Strides
Running small experiments can be a valuable approach to managing change. By testing elements of new strategies on a smaller scale, organizations can gather feedback and identify which efforts are worth pursuing. This iterative process not only reduces risks but also garners support and resources from leadership. I highly recommend reading the Lean Startup Method - here’s a great review from the Harvard Business Review of why this method changes the way we think about business operations.
Breaking Down Silos
One of the key challenges in organizational change is overcoming siloed decision-making. It's crucial to involve subject matter experts who are on the ground doing the work. Their insights can help shape strategic decisions, making them more effective and impactful. Reflection also plays a vital role in this process. Stepping back to consider long-term goals can lead to better decisions and smoother movement forward.
Diversity within teams enhances problem-solving capabilities and leads to more robust solutions, especially during crises. People are the greatest asset in any organization, and leveraging their diverse perspectives is essential for successful change management.
What processes is your organization putting in place to ensure diversity and open communication between departments?
The Tyranny of Success
Success can often lead to complacency, a phenomenon sometimes referred to as the "tyranny of success." While initial success might tempt an organization to replicate past strategies, each new challenge or market requires a fresh approach. Reflecting on both successes and failures can provide valuable lessons. For instance, a failed go-to-market launch might lead to more careful planning and better-defined success metrics in future attempts.
I experienced this first-hand as part of a founding team of a wellness and community-building startup during the second wave Proptech boom of the 2000s. I convinced the leadership team to let me expand the business from the US into Canada. Having worked with landlords of some of the largest office and residential buildings in N.America, I learned about the challenges that property and HR teams, as well as business leaders, have in attracting and retaining good people. The method was simply to deliver wellness programs and community events to their tenants as a lifestyle amenity and measure the impact these programs had on their lives. The mission then, as it is for me now, was to facilitate opportunities for people to engage in healthy lifestyle experiences that create lasting change in how they operate.
The leadership team was resistant to the change at first, being nervous about runway, and having been bruised in the first movement to expand into the Canadian market which failed when it was attempted years earlier. Taking those lessons learned, in combination with the lean startup methodologies, testing the ROI through hypothesis using a set of marketing strategies and by getting scrappy with current OpEx elimination. Eventually we saw small yet sustainable revenue wins that proved the process worked! The startup realized a successful exit through acquisition and is valued at over $100M.
Overcoming Resistance
Resistance to change is natural, but it can be mitigated through clear communication and inclusion. Adults need to understand the "why" behind any change initiative and feel that their efforts are meaningful. Communicating the benefits of change and providing the necessary training and resources can help overcome reluctance.
Involving key stakeholders and naming "Change Champions" can also facilitate smoother transitions. These champions can advocate for the change and help address concerns within their teams. Transparency and individualized consideration are critical in this process. Listening to feedback and addressing doubts can turn resistance into engagement, making the change process more collaborative and effective.
The Role of Leadership
Effective leadership is about more than just making decisions; it's about managing social capital and creating an environment where open communication is encouraged. Leaders should be transparent about the challenges the organization faces. Far too often, leaders avoid discussing difficulties for fear of appearing weak. However, being open about challenges can create a collective sense of urgency and a stronger commitment to change.
Investing in training and development for managers can also make a significant difference. Redefining managers' roles to focus on coaching and supporting their teams can help align everyone's efforts towards the common goal. The least effective leadership style is coercive, which stifles innovation and demotivates employees. Instead, leaders should foster a climate of respect and responsibility, encouraging employees to share their ideas and take ownership of their work.
Have you witnessed this type of leadership style? Would love to hear how it has impacted your productivity and engagement levels?
Managing change is about balancing the need for critical discussions and ensuring that everyone feels their thoughts and concerns are valued. By fostering a culture of open communication, collaboration, and continuous reflection, organizations can navigate change more successfully. Embracing the diverse perspectives of all team members and leveraging their insights can lead to more sustainable and impactful outcomes. Change is not just a challenge to be managed but an opportunity to grow and innovate.
Finally, I will leave you with this video that depicts the environment we face daily, where unpredictable change has become the norm.
