Steps to Effectively Navigate Shifts Within an Organisational Change Program
- Kerrie Smit
- May 23
- 4 min read
In any change program, fluctuations are inevitable. Handling these changes effectively is crucial, both for the people in the team and for the overall health of the organisation. This blog post lays out practical steps to for change managers needing to incorporate these organisational change shifts, emphasising resilience, adaptability, and ongoing strategic planning.
Understanding Continual Shifts
Organisational shifts occur in various forms, ranging from leadership changes to refinements in an agreed adoption plan. Anticipating these changes early can provide change managers a strategic advantage. Keeping a keen eye on progress and internal dynamics is vital for preparing for and responding to shifts effectively.
Being proactive helps in reducing anxiety around change; as well as those inevitable changes to an established change program. Those who prepare are often more equipped to embrace new challenges. The following thoughts offer a framework for navigating these shifts.
Assessing the Impacts of Change
Starting out in the change program, it's essential to assess how the proposed change will impact the organisation, stakeholder groups and individuals. Starting with a thorough analysis of the change is important, and helps you remain flexible as new information comes to light. In the initial change impact analysis, ask yourself questions like:
What is driving the change?
Who will be affected?
What skills may be required post-change?
Following this, validate your analysis with subject matter experts, engage in discussions with colleagues can endeavour to gain insights you might not have considered. Collective intelligence is more powerful than individual workings.
Aim to anticipate the potential hurdles and opportunities that could arise during the change program. Following your initial analysis, when new shifts occur, seek to understand their structure and dynamics, developing insight into how to incorporate them into your readiness action plan.
Different types of organisational change
Understanding that not all changes are the same can also provide clarity. Broadly, here are the differing types of organisational change:
Strategic Change: This kind of change is often tied to the company's mission and long-term goals. For example, a business may decide to shift its focus to sustainability to appeal to environmentally-conscious consumers.
Structural Change: This alters the organisation’s hierarchy or workflow. A merger or acquisition often leads to structural changes that may reshape reporting relationships within the organisation.
Process Change: These changes affect how work gets done. Organisations may adopt new software that changes workflow or protocols to improve efficiency.
People-Centric Change: This focuses on employee roles, responsibilities, and relationships. Training programs designed to enhance skills and keep staff competitive fall under this category.
Understanding these types of changes can aid change managers in anticipating the implementation options, and adjustments that could be made to the change management plan. When shifts occur, it's important for change managers to not engage in resistance, and find ways to adapt and incorporate new directions.
For example, imagine you've developed a robust change management plan to support strategic change through rolling out top-down consultation workshops. By analysing the type of change - strategic - and those impacted - senior leaders - you may anticipate that workshops with a heavy time commitment might be an unpopular implementation approach. Assessing the risk of a lack of follow through from senior leaders may suggest alternative interventions such as conducting consultation during regular leader engagements instead of dedicated workshops.
Through this kind of risk assessment, change managers can be prepared for a sudden shift in implementation approach.
Embracing a Positive Mindset
Mindset is key when it comes to shifts in the change program. A positive outlook can greatly affect how you respond. Consider the following:
Embrace the new shifts as an Opportunity: Look for the benefits of the updated change program, both personally and professionally. This shift can be seen as a fresh start, a way to shed unproductive elements of a solution or innovate existing practices.
Focus on Resilience: Cultivate resilience by recognising that setbacks can happen. Learn from experiences rather than dwelling on them. Resilient change managers are often seen as leaders and innovators.
Practice Mindfulness: Stress can cloud judgment and hinder effectiveness. Taking a moment to ensure your composure is in tact is an important step to remaining professional during times of stress. Taking time to adjust to changes , or engaging in mindfulness activities such as meditation or deep-breathing exercises can help clear your mind, allowing for better decision-making.
These mental strategies can transform an interruption in your carefully developed change plan into a manageable experience.
Seeking Support Through Transitions
As you work through complex change environments, don't hesitate to seek help from those with more experience.
Mentorship can bridge gaps in strategies and knowledge, or provide reassurance during turbulent times.
Coaches can workshop deliverables, examine your work products and provide specific feedback for additional strategies or improvements.
Companies often have resources such as Employee Assistance Programs (EAP) that can offer confidential and independent guidance.
Engaging with professionals, mentors or coaches can give you unique insights and perspectives that might not be visible from your current position. Forming these relationships can also boost confidence and help advance leadership qualities.
Final Thoughts on Navigating Shifts within an Organisational Change Program
Navigating shifts within a change program is certainly not easy, but it can be manageable with the right approach. Embrace flexibility, update the readiness action plan, maintain a positive mindset, and seek support when necessary. Staying adaptive will contribute to the overall resilience and success of your organisation, and will benefit you personally.
By focussing on your response to introducing shifts in organisational change, you set the stage for professional growth and development in your own career. Your ability to adjust and respond amidst shifts will distinguish you as a valuable asset to upcoming programs of change in your organisation.
Working change is an ongoing endeavour. With each change and shift comes a new opportunity to refine your skills and embrace cornerstone experiences to build your career.
For more support working in change, book a free consultation with Agencia Change.
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