Change Management and the Why
When I was 10, I was elected to be a patrol leader and lead a small team of 7 boys in areas such as knot tying, wilderness survival, hiking, cooking, and enjoying the outdoors. By 14, I was leading 3 patrols as the Sr. Patrol Leader with a troop of 40 scouts and 4-6 adults. I had led a group of 12 people, 10 adolescents and 2 adults though the New Mexican dessert for 10 days over 101 miles serving as the leader, the meal designer, navigator, and daily route planner. By 16 I was a scout guide after service as a senior patrol leader for almost 3 years leading our troop to being the number 1 in our regional Jamboree - we finished 1st in 9 out of 12 events against 25+ other troops. After a year, I became a Junior Assistant Scout Master because I was entering my freshman year of college and needed more time to focus on school and part time work. To say that I've been in change management and leadership for a while couldn't be more true. Change management and leadership is a long journey to learn. The key to this journey is not just understanding the 'what' and the 'how' of change, but critically, the 'why'. This article delves into the significance of explaining 'why' before moving on to the 'what' and 'how', particularly focusing on its impact on trust and subsequent path to exponential growth of a company. We explore this from three angles: people management, system design, and process implementation.
1. People Management:
The Why of Change: Effective change management starts with a clear articulation of the rationale behind the changes. This involves communicating strategic visions and objectives in a manner that aligns with the employees' values and goals.It's like giving a compass to a sailor. Knowing the destination (the 'why') provides direction and purpose, making the journey (the 'what' and 'how') more meaningful and focused.
Building Trust:Trust is the cornerstone of any successful organizational change. By transparently sharing the 'why', leaders can foster an environment of trust, encouraging openness and resilience among employees.Think of trust as the glue that holds a team together. When the team understands and believes in the 'why', they stick together through the challenges of change.
Empowering Employees: Understanding the 'why' empowers employees to make informed decisions and take ownership of their roles in the change process.It’s like playing a strategic board game. Knowing the ultimate goal (the 'why') allows players (employees) to make smarter moves (decisions) to win (successfully implement change).
2. System Design:
Aligning Systems with Purpose: System design must reflect the 'why' of change, ensuring that new systems align with the overarching goals and vision of the organization.It's like designing a house with the end in mind. The purpose (the 'why') influences the blueprint (the 'what') and construction process (the 'how').
Innovation Through Understanding: A deep comprehension of the 'why' ignites innovation in system design, leading to more effective and sustainable solutions. It’s akin to an artist understanding the theme before creating a masterpiece. The theme (the 'why') inspires the choice of colors and brushstrokes (system elements and processes).
Enhancing System Adoption: When systems are designed with a clear 'why', it enhances user adoption and engagement, as users understand the value and purpose of these systems. Consider it like a game with clear rules and objectives. Players (users) are more likely to engage and enjoy the game (system) when they understand why they’re playing (the purpose of the system).
3. Process Implementation:
Process Tailored to Purpose: Implementing processes that are intrinsically linked to the 'why' ensures that they are not only efficient but also resonate with the company’s strategic goals. This is similar to following a recipe with an end dish in mind. The steps (processes) make more sense when you know what you’re cooking (the 'why').
Facilitating Smooth Transitions: Clear understanding of the 'why' smoothens the transition phase in process implementation, reducing resistance and fostering adaptability. It's like being guided through a dark room. Knowing the reason for being there (the 'why') helps navigate (implement processes) more confidently.
Continuous Improvement: The 'why' acts as a benchmark for continuous improvement in process implementation, ensuring that processes evolve to meet changing objectives.Think of it as adjusting your strategy in a game. As the game progresses (objectives change), understanding the ultimate goal (the 'why') helps in modifying tactics (processes).
It was more than 20 years before I really started understanding that explaining the 'why' is not just a preliminary step; it is the bedrock of trust, innovation, and growth. By anchoring changes in a well-understood purpose, companies can navigate the complexities of transformation with greater ease, commitment, and success, leading to exponential growth and sustained competitive advantage. Remember, the journey of transformation begins with a simple, yet profound question: Why?
