For businesses, change and growth go hand in hand. While change is good, it has the potential to cause disruptions. Changes in technology can lead to downtime in operations. Training may be required. Team members may resist change for any number of reasons.

It’s up to CEOs to guide their teams through change, enforcing resilience and seamless operations. But transitions are more easily said than executed. However, with the right strategies, you will lead your company to success.

Create a Resilient Company Culture

Companies with a resilient culture will quickly adapt to change. They will accept new technologies with a positive attitude and embrace updated processes in the workplace.

Leaders can breed a resilient culture by prioritizing open communication and employee well-being. Teams that feel comfortable expressing themselves know their voices will be heard if change presents obstacles.

Innovation should also be encouraged in the workplace. Innovative employees are more receptive to new ideas.

Teams should also be taught risk mitigation strategies to handle challenges. This training will ensure they react calmly if new technology malfunctions and when operations don’t run smoothly.

Promote Collaboration Among Leaders

Employees must be a part of the change process, but change should start at the top. Company leaders should gather to determine how change will affect their departments. They must create a strategy that works for the entire organization.

Leaders should agree on the new company direction and the implementation techniques. This strategy does more than ensure the change works across various departments. It creates a more unified team and enhances company culture.

Pass It Down to Employees

Change should start at the top, but an employee review is necessary before the change is implemented. Employees tend to have a more intimate relationship with the tools they use. They may be more aware of certain customer and vendor relationships. They have a deeper knowledge of possible glitches and logistic issues.

Leaders should present their plans to employees after an initial strategy is mapped out. Teams can review these plans to ensure they will work across various levels of implementation. They can point out possible flaws and areas of improvement.

Determining the Why Behind the Change

Changes are often implemented to boost company growth. Common reasons for overhauls include boosting sales or using technology to increase efficiency and save money. But emotions must also be considered.

For example, some companies may implement change to set a more level playing field between employees and leaders. Or they may change marketing strategies to forge a deeper emotional connection between their company and customers. Improving customer and internal relationships often boosts overall growth.

Consider Behavioral Change

When leaders think of organizational change, they often consider new technologies or activities. They assume behaviors will follow, and the teams’ adjustment to change will shape their daily routines.

However, sometimes behavior is the issue to be addressed. For example, organizations may decide to accelerate decision-making processes, take a more collaborative approach, ask for employee input, or change their approach to customer service.

Behavioral changes don’t require the downtime and training of technology changeovers, so they can be implemented quickly and at little expense. They can also significantly boost company ROI.

Breed Change Outside Leadership

Leaders are influential over employees and can help them adjust to change. However, executives are not always available to guide teams through change. They can ensure change runs smoothly by identifying informal leaders in their company and asking them to help teams adjust.

An informal leader could be a respected supervisor, an innovative project manager, or even a receptionist who’s been at the company for many years. These people can motivate others and make them feel good about the company and the changes it implements. They will be there to answer questions and guide teams to success.

Prioritize Communication

Communication is crucial in every aspect of the change process. Leaders should communicate with teams the moment a change is accepted. They should confirm employees are on board with the change and gather feedback to ensure they follow the best practices moving forward.

Once the change is implemented, they should continue to gather feedback from all affected parties, including employees and customers. They should determine its impact on productivity, efficiency, customer satisfaction, and profitability and adjust strategies to ensure the change is producing the best possible outcome.

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