Mastering Your New Role as a Change Manager

Starting a new Change Manager role is both exciting and full of opportunities. It's a chance for a fresh start and a way to apply new tools, practices, and learnings. However, while the newness can be refreshing, it's also a time for potential mistakes. Recognising common missteps and taking proactive steps can save you from potential headaches in the future.

Here’s a quick guide to reminders that will help you as you embark on your next change management journey.

Essential Strategies for Success in Your First Few Weeks

Understand the Unique Culture

• Assumed Knowledge: Every organisation is different, even if you are an experienced Change Manager. Take time to learn the organisation's culture, processes, and key stakeholders. Avoid making assumptions based on past experiences. Test the information you're given and get to the facts before taking action or drawing conclusions.

  
  

The Art of Listening

• Not Listening Enough: Your first few weeks should primarily focus on listening and learning. Avoid jumping to solutions before fully understanding the context. Ask open-ended questions and guide your conversations naturally. This will help you expand your contact base during these early stages.

  
  

Commit to Realistic Goals

• Overpromising: It’s tempting to want to make a big impact quickly, but resist the urge to overpromise. Focus on small, achievable wins to build trust. Understand the underlying reasons past attempts may have failed. This knowledge will help you meet stakeholder needs realistically.

  
  

Navigating Office Politics

• Ignoring Office Politics: Office politics is inevitable. Pay attention to the dynamics around you and build relationships across the organisation. Developing these pathways early will support your change management efforts. Approach these relationships sincerely, focusing on value rather than leverage.

  
  

Keep Bridges Intact

• Burning Bridges: Avoid criticising past initiatives or colleagues. A professional attitude is key, even if past efforts seem flawed. Maintain curiosity about previous work and seek to understand rather than judge.

  
  

Consistent Communication

• Failing to Communicate: Regularly communicate with your manager and stakeholders. Update them on your progress and challenges. Silence might lead others to assume everything is going well, so keep them in the loop. This ensures their expectations align with your progress.

  
  

Seek Feedback Actively

• Not Seeking Feedback: Make it a habit to solicit feedback on your performance. This openness shows a willingness to learn and improve. Although confronting, feedback often yields surprising insights—a tool more beneficial than self-critique.

  
  

Focus on Core Priorities

• Trying to Do Too Much: As a Change Manager, it's essential to prioritise the most important tasks. Avoid becoming overwhelmed with less critical responsibilities. Understand that resource limitations could impact your workload. Prioritisation is key to delivering valuable outcomes.

  
  

Prioritise Your Well-Being

• Neglecting Your Own Well-being: The early weeks can be demanding. It's vital to take care of yourself to avoid burnout. Challenges will arise, and mistakes are likely to happen. Remember, nobody is perfect. Be kind to yourself and allow time to recharge.

  
  

Document Your Insights

• Not Documenting: Keep a record of your observations, conversations, and key learnings. These insights are especially valuable early on when you view the organisation with fresh eyes. Take notes daily; you may not need to act on them immediately, but they will serve as a useful resource later.

  
  

Embrace the Learning Journey

In essence, navigating the initial weeks of a new Change Manager role requires balancing eagerness with caution. The opportunity for impactful change exists, but it must be grounded in thoughtful observation and strategic action. By actively listening, building genuine relationships, and focusing on crucial objectives, you can sidestep common pitfalls and lay a strong foundation for success.

Remember, these early stages are about understanding the unique organisational landscape. Instead of rushing towards immediate transformation, embrace the opportunity to gather valuable insights. Document your observations and solicit feedback for continuous improvement. Most importantly, prioritise your well-being. Recognise that a sustainable approach to change management necessitates resilience and self-care.

If you are looking to extend your professional growth, consider obtaining personal coaching support. Check out our coaching options.

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