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1. 7
within your company
Guidelines to successfully managing change

2. The purpose and need for the change must be
clear and compelling.
Everyone on your team needs to understand
why the change is important, how the team will
benefit and why doing nothing is not an option.
There must be a clear connection between
the goals of the change effort and your team’s
goals, projects, and daily activities. People
need to see how the change will impact them.

3. Show the whole picture
the vision of the end-result and the roadmap to get there.
People need to know what this will look
like when it’s completed, and they need to
know where they are on the journey. Create
a “change roadmap” that shows the whole
picture so people can see what phase they’re
in, where they fit, and the steps and activities
in the change process. The plans must include
a commitment to build and follow through on
an implementation plan.
Be prepared to modify the roadmap as you
proceed. Planning and action should be
iterative.

4. stakeholders deeply and early on.
Involve your team and all key
If you want to make smart decisions, don’t craft
the vision and roadmap in a vacuum. Ask, “Is
this the right thing to do?” and “What’s the best
way to do it?” Draw on the collective wisdom
of your team.
Through involvement, people develop deeper
understanding and commitment, and you
make smarter decisions. Critical decisions that
mustbesupportedthroughouttheorganization
need input from all stakeholders groups.

5. demonstrate their
commitment to the change.
Make sure you and all senior leaders visibly
The key decision makers must be visible and
active sponsors, stay informed and involved,
provide the needed resources (dollars, time,
people, etc.), and remove roadblocks.

6. consistent with your
company culture and values.
The approach to the change effort needs to be
You may implement a very good solution,
but if people don’t feel good about how it is
implemented, they will not fully support it.
The change process itself must be driven by
the values you want to instill. For example,
if becoming a learning organization is one
of the desired outcomes, then the change
process must promote and support learning.
If participation is a value, the change process
must be participative.

7. Integrate the change work
with employee’s day-to-day routine work
Build the goals of the change effort into your
team’s goals so it is seen as part of their job.
When the tasks of the change effort are seen
extra work, they are not prioirtised.

8. Over communicate
all the way through.
Clear and frequent messaging and
communication are essential to keep the
change effort front of everyone’s mind. Early
on it is important to broadly communicate
the logic for the change and the vision of
success. In later phases, keep people up to
date on progress and successes. Refer to the
vision frequently throughout the planning,
implementation, and after.

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