{"id":15774,"date":"2017-03-20T10:13:38","date_gmt":"2017-03-20T10:13:38","guid":{"rendered":"https:\/\/arielle.com.au\/?p=15774"},"modified":"2025-07-03T00:55:39","modified_gmt":"2025-07-03T00:55:39","slug":"how-to-be-a-highly-effective-change-manager","status":"publish","type":"post","link":"https:\/\/arielle.com.au\/how-to-be-a-highly-effective-change-manager\/","title":{"rendered":"How To Be A Highly Effective Change Manager"},"content":{"rendered":"<span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 5<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>\n<p>The status quo just isn\u2019t working for you anymore. At your company, that is. You have some big ideas about how to make things better. Better still, you wouldn&#8217;t mind leading the change.<\/p>\n\n\n\n<p>You just need the leaders above you to buy into it. To cut some red tape around you. To give you some money for it. To let you shake things up a little.<\/p>\n\n\n\n<p>You can see so clearly what needs to happen. What isn\u2019t so clear is how.<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/setting-career-goals\/\">Complete Guide To Setting Career Goals<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:43px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>You&#8217;re Not Alone.<\/strong><\/h2>\n\n\n\n<p>Change management has been a discipline since the 70\u2019s.<\/p>\n\n\n\n<p>The variety of approaches reaches into the realm of double digits. There are over 80,000 books available on Amazon alone. And yet, according to McKinsey, <a href=\"http:\/\/www.reply-mc.com\/2010\/09\/19\/why-70-of-changes-fail-by-rick-maurer\/\">60-70% of all corporate change efforts fail<\/a>.<\/p>\n\n\n\n<p>Why?<\/p>\n\n\n\n<p>Malcolm Gladwell\u2019s book on success, Outliers, offers one explanation: the 10,000 hours principle.<\/p>\n\n\n\n<p>It\u2019s based on the research of Swedish psychologist Anders Ericcson, who asserts that most people who gain mastery in any field have practiced it for at least 10,000 hours.<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>The Beatles<\/strong> played 1,200 live shows in Hamburg before breaking in on the hit parade.<\/li><li><strong>The best pro hockey players<\/strong> started skating as children.<\/li><li><strong>Bill Gates<\/strong> was already writing software at age 13.<\/li><\/ul><\/div><\/div>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/toxic-boss\/\">How To Deal With A Toxic Boss<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Just A Quick Reality Check.<\/strong><\/h2>\n\n\n\n<p>Unless you\u2019re very experienced in <a href=\"https:\/\/arielle.com.au\/what-is-transformational-leadership-rebecca-lee\/\">leading change<\/a>, don\u2019t expect to be a rock star out of the gate. Before you willingly put your neck on the line, pause and consider:<\/p>\n\n\n\n<div style=\"height:61px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Your Company&#8217;s History With Change.<\/strong><\/h3>\n\n\n\n<p>The changes you\u2019re envisioning <a href=\"https:\/\/arielle.com.au\/transformational-leadership-examples\/\">could be transformational<\/a>. Is your company ready for it?<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Do your research first. <\/span><\/div><\/div>\n\n\n\n<p>If you\u2019re new to the company, don\u2019t be that person who walks around saying \u201cAt my last company, we did it this way\u2026\u201d That\u2019s a surefire way to alienate.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Your Reputation As A Leader.<\/strong><\/h3>\n\n\n\n<p>Do people trust you to lead a significant change? <a href=\"https:\/\/arielle.com.au\/how-to-be-the-big-boss\/\">Are you taken seriously?<\/a> Have you been paying attention to the brand story you\u2019re telling?<\/p>\n\n\n\n<p>During times of change, your brand matters more than ever. <\/p>\n\n\n\n<p>Not everyone will be behind 100% of what you\u2019re proposing. Establishing yourself as a trusted change agent will be instrumental to your success.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. The Winners And The Losers.<\/strong><\/h3>\n\n\n\n<p>Sure, your changes will be better. But for whom? Look out for an unexpected, troublesome stakeholder. <\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Their concerns may be legitimate. <\/span><\/div><\/div>\n\n\n\n<p>Don\u2019t get caught off guard. Think beyond what\u2019s best for your inner circle. Now for the make-or-break question&#8230;<\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How Much Do You Want It?<\/strong><\/h2>\n\n\n\n<p>Leading change is not for the faint of heart. Make sure you are 1000% behind what you\u2019re proposing to lead.<\/p>\n\n\n\n<p>Regardless of your company\u2019s appetite for change, whether you\u2019re at a multinational corporation or a startup, it\u2019s going to take a lot of courage.<\/p>\n\n\n\n<p>The courage to keep going when:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>People<\/strong> don\u2019t like where you\u2019re headed.<\/li><li><strong>People<\/strong> who once liked you stop.<\/li><li><strong>Your<\/strong> job security feels shaky.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>Still up for it? Let\u2019s do this thing.<\/p>\n\n\n\n<div style=\"height:61px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 1: Identify All Stakeholders.<\/strong><\/h3>\n\n\n\n<p>The trick here will be to identify your entire community\u2014not just the obvious ones. Is it all employees? Just leaders? What about your customers?<\/p>\n\n\n\n<p>Creating a community map can be a useful exercise. Not to mention, a powerful visual tool for telling your change story with all its interdependencies.<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/guide-to-capital-expenditure-capex\/\">Ultimate Guide To Capex<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 2: Involve Them In Creating The Story.<\/strong><\/h3>\n\n\n\n<p>Now that you know who your audience is, ask their help in writing your change story. Involve them early and often. How to begin?<\/p>\n\n\n\n<p>Use your own story to elicit their participation. But remember, the most persuasive narratives aren\u2019t always logical. <\/p>\n\n\n\n<p>Screenwriter Robert McKee in HBR\u2019s \u201c<a href=\"https:\/\/hbr.org\/2003\/06\/storytelling-that-moves-people\">Storytelling That Moves People<\/a>\u201d says:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span><em>\u201cTrying to convince people with logic is tough for two reasons. One is they are arguing with you in their heads while you are making your argument&#8230;.<\/em><\/span><\/div><\/div>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span><em>&#8220;Second, if you do succeed in persuading them, you\u2019ve done so only on an intellectual basis. That\u2019s not good enough, because people are not inspired to act by reason alone.\u201d<\/em><\/span><\/div><\/div>\n\n\n\n<p>Give your stakeholders a reason to believe they should co-create with you.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 3: Communicate Human To Human.<\/strong><\/h3>\n\n\n\n<p>What\u2019s the best way to communicate your story out to your stakeholders? Think back to Step 2, and the need to blend emotion into your strategy.<\/p>\n\n\n\n<p>Because, hello\u2026in most company settings, expressing emotion isn\u2019t exactly in vogue. And if you\u2019re hoping to use an in-house communications team to build and circulate your messages, beware.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Corporate communications teams are built to create sanitised party lines that strip the humanity from any potentially volatile situation.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p>Don\u2019t expect an all-employee email from your CEO to sell your case for change. Chances are it\u2019ll come off like one more corporate initiative that no one on the ground had any say in.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Which means &#8230; bye-bye stakeholder trust.<\/span><\/div><\/div>\n\n\n\n<p>Instead, look for grass roots ways to spread the word and start conversations. Internal social media channels such as Yammer are great for this purpose. So is your company intranet.<\/p>\n\n\n\n<p>Whatever communications vehicle you decide on, low budget is best. The last thing you want is for people to think you\u2019re wasting company on fancy videos, special websites or costly brochures.<\/p>\n\n\n\n<p>Get scrappy. Be creative. But keep it on point.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 4: Embrace Resistance.<\/strong><\/h3>\n\n\n\n<p>And I\u2019m not talking about anti-Trump marches in America. I\u2019m talking about the courage to face what\u2019s coming in your change efforts.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Expect resistance. It\u2019s healthy.<\/span><\/div><\/div>\n\n\n\n<p>People with negative comments will be the first to speak up when things heat up. But if you\u2019ve involved the right stakeholders early and often in the story, have the courage to let it roll.<\/p>\n\n\n\n<p>Why? When Sam Palmisano became CEO at IBM, he embarked on a head-to-toe assessment of their structure and strategy. Six months into it, he led the entire company through a values discussion on their company intranet. He coined it \u201cValues Jam.\u201d<\/p>\n\n\n\n<p>Sure enough, the negative comments flooded in first:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li>\u201c<strong>The only values<\/strong> around here are our stock price\u201d<\/li><li>\u201c<strong>Company<\/strong> values, yeah right!\u201d<\/li><\/ul><\/div><\/div>\n\n\n\n<p>Some of the execs wanted to shut the whole conversation down. But Sam wouldn\u2019t hear of it.<\/p>\n\n\n\n<p>Soon, the positive comments began flowing in. The tenor of the Jam shifted to a constructive dialogue. In the end, the transcript became the narrative for IBM\u2019s new values.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Think of it this way: If everyone agreed with you, or kept their mouth shut and complied, there\u2019d be no need for change. Resistance is energy. Use it to your advantage. Don\u2019t let it bring\u2014or take\u2014you down.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:58px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 5: Network Like Crazy.<\/strong><\/h3>\n\n\n\n<p>Compare notes with as many other leaders as possible. Not just in your company, but in similar \u2013 and opposite organisations.<\/p>\n\n\n\n<p>For example, if you work for a government agency, talk to others at startups AND other regulated businesses. This is especially important if you\u2019ve never led a major change initiative before, or if you\u2019re relatively new to your company or industry.<\/p>\n\n\n\n<p>That LinkedIn network we\u2019re always talking about? Yet another reason why it\u2019s so precious.<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 6: Avoid The &#8220;Just Another Reorg&#8221; Syndrome.<\/strong><\/h3>\n\n\n\n<p>One of my clients was looking to leave a company that was addicted to reorganising.<\/p>\n\n\n\n<p>Literally, every six to eight months, they were shuffling the deck chairs for reasons no one clearly understood. But this particular time, my client had to lay off his team.<\/p>\n\n\n\n<p>And his office was right next to a leader from another group. A leader who had been with the company much longer. So he sought some solace from someone he thought was a comrade.<\/p>\n\n\n\n<p>Imagine his shock when, during an elevator ride, he said to the more tenured leader:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span><em>&#8220;Whew, it\u2019s been a rough week. My whole team was made redundant.&#8221;<\/em><\/span><\/div><\/div>\n\n\n\n<p>And the leader shrugged and said:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span><em>&#8220;Eh, just another reorg.&#8221;<\/em><\/span><\/div><\/div>\n\n\n\n<p>Peter Cappelli, director of HR at Wharton, quipped that persistent reorganisations are like doctors treating patients with antibiotics. Consume too many and you grow immune.<\/p>\n\n\n\n<p>Bottom-line? Focus on changing the \u201chow\u201d before the \u201cwho\u201d.<\/p>\n\n\n\n<div style=\"height:42px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Final Words On Becoming An Effective Change Manager.<\/strong><\/h2>\n\n\n\n<p>So, maybe you don\u2019t have 10,000 hours of practice at leading change. And right about now, maybe you\u2019re feeling like this is all a bit more than you bargained for.<\/p>\n\n\n\n<p>The best quote I\u2019ve read on courage lately isn\u2019t attributed to anyone. It\u2019s anonymous which, strangely, feels more appropriate right now than words from some famous corporate sage:<\/p>\n\n\n\n<p>Courage is looking fear right in the eye and saying \u201cGet the hell out of my way\u201d. I\u2019ve got things to do.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Irene<\/p>\n\n\n\n<div style=\"height:46px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 5<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>You want to shake things up at your company. How do you inspire people to follow your vision?<\/p>\n","protected":false},"author":2,"featured_media":66183,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_uag_custom_page_level_css":"","_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[8],"tags":[36,46],"class_list":["post-15774","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-leadership-lessons","tag-managing-teams"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How To Be A Highly Effective Change Manager<\/title>\n<meta name=\"description\" content=\"So, you want to shake things up in your organisations. You want to manage change. 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