Managing a resilient, positive and engaged team can be a challenge when you are faced with constant workplace transitions. Organizational restructuring, new leadership, staffing moves or personal changes for individual employees are all common reasons why managing change is a critical skill. That’s also why guiding your team through adopting new processes and behaviors is an important part of your role as a leader.
During the 2015 university–wide staff survey, 60 percent of respondents indicated that they look to managers for organizational information and to set clear expectations.
So, how do you successfully lead change?
In a brief video, Hayagreeva (Huggy) Rao, professor of organizational behavior in our Graduate School of Business, provides a practical guide to leading organizational change where he highlights a leader’s role in developing a specific plan that emphasizes flexibility and energizes employees.
As a manager, it’s important to have a clear understanding of the various roles you must play in times of change. Prosci, a leading organization in benchmarking research and change management, outlines five key roles that can greatly influence your change effort.
Coach – Support employees through the change process
The impact of changes to the day-to-day work of your staff can be tough. By working together, you can help employees work through road blocks that can lead to a successful change effort.
Communicating change to employees, helping them make changes to their necessary tasks or behaviors, and to feel part of the larger organization are all important change leadership actions.
Stanford offers valuable resources and tools (some at no cost) to support your change management efforts:
For more resources and information on managing organizational change, visit the Manage & Lead resources section of the Cardinal at Work website.