A Four-Step Change Management Process

How can you effectively manage change in your organization?


Because change is a constant in any organization, organizational development expert, Chris Reese addresses the need to engage people at all levels and "to the edges" of the organization. In this video, Chris explains a step-by-step process for successfully managing change in your business or organization.

“So the first step is clarifying the vision. The second step is to engage the team,” Chris explains. He continues to expand upon these first two steps and the remaining two.

Watch this video to learn how to best manage change in your organization.

It's been said one of the constants in business is change, so what are the key steps that you should embrace as you're trying to implement some sort of change initiative? And there are four basic steps. The very first thing you've got to do is clarify the vision. What is the outcome you're trying to produce, and why is it important to the organization? You need to be able to clearly state this because if it's a haze in the pulpit, it's going to be a fog out there in the pew. People need to understand exactly what the outcome that we're striving for is as well as why is that important to the organization.

So the first step is clarifying the vision. The second step is to engage the team. Now this assumes that you've got a healthy team environment already, and if you do, then you get that team engaged, you cast the vision to them and get them to help you put that change plan together. Engage their expertise. This should be a two-way conversation, not just you telling them what the outcome is and sending them off.

After you've engaged the team, part of what you're going to be discussing is how does this message get communicated, and what gets communicated out to the edges of the organization. And who owns what parts of that responsibility because the third step is communicating that vision and the change that needs to happen out to the edges of the organization. We often neglect those front line team members that are most impacted by many of the organizational changes, so we want to be sure that we've got them engaged, too, that they understand what's coming, and that they feel a part of that change.

And then the fourth part is looking at the organization and making sure that you've got the proper reinforcements in all of the organizational systems to produce the outcome that you're trying to produce. Your organization is perfectly designed to produce its current output, so if you want to change the output, you've got to change something. And you need to look at everything from bonus plans to performance reviews, system design, process design, all of these standard operating procedures, and make sure that they're reinforcing the change you want.

So if you do these four things, if you clarify that vision and make sure it's tied back to the "why are we even doing this" change; second, engage your team; third, communicate that message out to the edges of the organization; and fourth, make sure that all of the systems and processes of the organization are reinforcing the change that you want, you're going to see a lot more success and quicker success in the changes you're trying to implement within your organizations.

Chris Reese

Chris Reese has more than 18 years of successful experience in organization development and leading teams to success. His latest venture, Cirrus Business Group is passionate about developing management teams to build great organizatio...

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