By Arial Starks
Ray Friedman
Change is both inevitable and necessary for a business to grow and thrive. Change can also be uncomfortable and prompt team conflict when managed incorrectly. Ray Friedman, Brownlee O. Currey Professor of Management at Vanderbilt Business shares 5 ways a leader can implement successful change initiatives in a company.
1. Be proactive in implementing change
Change can be a tough concept for people to grasp because it often leaves them feeling a sense of loss of control. As a leader, being proactive and anticipating pushback in response to change can help improve the rate of adoption. Friedman advises leaders to prepare for their team to go through a few stages of emotions before getting on board with the changes.
“It just takes some thought about how to convey the idea, what kind of purpose and goals motivate people, and how to take steps in a certain order to avoid the type of resistance that can happen,” said Friedman.
2. Clearly explain your overall goal and explain why it’s necessary
You cannot stop people from having differences of opinion when initiating change in an organization, but you have a better chance at getting a team on the same page when you allow them to understand the motivation for the changes. By walking through your goal, explaining why the initiative is necessary, and how it will impact the team, you can reduce anxiety and increase your credibility as a leader.
“People have to believe there is a good and real purpose for the changes being implemented, as opposed to thinking it is just the whim of a leader who had an idea one day,” Friedman said.
3. Have established relationships with your team members
Good relationships are critical to success. If your team doesn’t trust you as a leader, you are more susceptible to criticism and chaos when trying to implement change.
“Your relationship with your team matters,” said Friedman. “It affects how willing they will be to listen to and follow your lead. People need to know you support them as much as you want them to support the company.”
4. Make sure you have people to advocate for your changes
It is important to establish a coalition of leaders that back your change initiatives before bringing ideas to an entire team. For example, if you are a director of a department, you should inform your mid-level managers of your intended changes and gain their support before communicating to the entire team.
“You want to make sure you have supportive people behind you to ensure it’s not just you speaking to everyone from on top, but instead you have a line of people to advocate for your ideas throughout the organization,” Freidman said.
5. Have thick skin as a leader
Leaders facing resistance and disagreement in the midst of change, cannot allow negative feedback to get under their skin. Expect to hear all the possible things that can go wrong with your ideas as a leader to alleviate some of those feelings of self-doubt.
“Trying to initiate change can be lonely as the leader. But, to be able to brace yourself emotionally through the negativity you will receive, helps you keep your own sense of balance as you face these challenges,” Friedman said.
To learn more about Friedman’s short program ‘Leading Change’, click here.
