If you're a leader then you need to address ‘Change’ as a real topic to be addressed

I think we can all agree that change is the one constant in both life and business. And as a business growth and leadership coach, I often encounter company owners who are hungry to grow and improve their organizations.

However, they often don’t realize that the strategies that brought them success so far may not be the ones to propel them into the future. And to get where they want to be, will require a significant amount of change. 

It never ceases to amaze me how rarely "change" is discussed head-on, even though it's an ever-present force. In my experience, leadership teams are often either too caught up in the daily grind or unaware of the untapped potential that addressing change can unlock.  So I'm here to shed light on the importance of embracing change and the four key principles that can help you navigate the complexities of change effectively.

1. Recognizing Resistance to Change 

Change is often met with resistance, and understanding why it happens is crucial. Within businesses, roughly 70% of change initiatives fail due to employee resistance and inadequate management support (McKinsey and Company). To put it in perspective, think about what Charles Darwin said about survival: "It is not the strongest that survive, nor the most intelligent, but the one most responsive to change." 

Human beings are inherently wired to view change as a threat, a survival instinct from our caveman days. Fear of the unknown, lack of clear communication, loss of control, disruption to familiar routines, and trust issues are just some of the reasons change can be so daunting.

As leaders, the first step is acknowledging that change is a real challenge for both you and your team.

2. The Five Stages of Change

Embracing change becomes more manageable when you understand that it's a process, not a singular event. People go through five distinct stages when adapting to change:

Stage 1: Awareness: Stakeholders become aware of the impending change and begin processing it.

Stage 2: Understanding: Stakeholders gain a solid grasp of the change's benefits and implications for them.

Stage 3: Acceptance: Stakeholders become more open to the change, as they see how it can benefit them.

Stage 4: Commitment: Stakeholders actively engage with the change, displaying determination and focus.

Stage 5: Advocacy: Stakeholders become advocates for the change, working to sustain and improve performance.

Each stage is accompanied by a unique set of emotions. In the awareness stage, employees may experience fear, defensiveness, and adversarial behavior, often feeling like victims. As they move into understanding, they may grapple with discomfort and frustration. The acceptance stage brings a glimmer of optimism as they focus on new solutions, and in the commitment stage, they become confident, determined, and focused. Advocacy is where satisfaction, contentment, happiness, and enthusiasm start to emerge as employees embrace and champion the change.

3. Managing Change Resistance

Understanding these stages can help leaders recognize change resistance, both in themselves and their teams. One of my biggest learnings from coaching leaders through change is realizing that every person moves through these stages at their own pace. 

Some employees may be change-averse and ask lots of questions in order to process what’s happening, causing frustration among leaders who wish they'd move faster. While other employees may be able to “go with the flow” more easily and adapt quicker.

It’s a leader’s job to be able to recognize what your employees need to effectively process the change and shepherd them through these stages, ensuring they can keep up with the pace. It's essential to remember that every person in your organization is either a drag on the system or a propellant toward your goals. This framework can help convert those who might initially resist into enthusiastic supporters.

4. The Marathon Effect

I also want to touch on the concept known as the Marathon Effect. It's akin to a marathon race where, at the starting line, everyone is bunched up, shoulder to shoulder. As time progresses, the runners spread out, with only a few at the front. These frontrunners represent the leaders in your company. 

Understanding the Marathon Effect means acknowledging that not everyone will keep up with your pace, but it's your responsibility to make sure they can cross the finish line without slowing down your progress.

Embrace Change for Success

As a leader, recognizing the challenges change presents and understanding the five stages of change is the first step towards success. Change is often met with resistance because it's a fundamental human instinct, but by helping your team navigate through these stages, you can turn resistors into advocates for change. Remember the words of Charles Darwin: "It is the one most adaptable to change that survives." 

By embracing change and guiding your team through its various stages, you'll not only survive but thrive in the dynamic business environment. So, lead your team with confidence, patience, and a commitment to change.