Reflecting on leadership: When change initiatives fail
In the journey of leadership, there are moments of triumph and times of introspection. Today, we’re reflecting on an experience that many leaders can relate to - leading a change initiative that didn't quite land as expected.
Change can be complex, not just the change itself but the speed and frequency of change, particularly in the disability and social sector. When you overlay the fatigue, burnout and frustration with the constant PACE of change (we’re looking at you, new system!) it is a recipe for things to go wrong.
Despite our best efforts, not every initiative yields the intended results. We’ve certainly encountered our share of challenges along the way, but also success. But with each experience, there's an opportunity for growth and learning. Some people love change as much as a 5 star all inclusive holiday. For others, it’s about as much fun as hangnail when you’re squeezing lemon juice.
Our top 5 things to avoid to make a positive change experience stick:
Understanding Resistance: Change can meet resistance, even when it's well-intentioned. It is important to proactively address concerns, engage stakeholders, and foster a culture of openness and trust to mitigate resistance. Where you can, embrace resistance and be open to changing your approach – resistance can show you where your change might fail before it does.
Communication Breakdown: Effective communication is the lifeblood of successful change. Reflecting on the importance of this also provides an opportunity to connect in a way your staff can relate to and align with the purpose and change. Be visible and be accountable in all your communication. Where there is nothing new to say – say that – and communicate regularly.
Lack of Flexibility: While it's essential to have a clear plan, change initiatives require flexibility and adaptability. Being open to feedback, adjusting course as needed, and embracing a mindset of continuous improvement has served us incredibly well.
Managing Expectations: Setting realistic expectations is critical in change management. While we are ambitious in our goals, we also need to be real in relation to the time and resources required to embed meaningful change. At the heart of every change process are humans, who are notoriously difficult to predict! Join them on their change journey as you are also undertaking one. Be fair and honest in your expectations and what is achievable.
Resilience and Perseverance: Despite the outcome, every setback is an opportunity to build resilience and perseverance. People are resilient, but the right conditions for change have to be considered. Change is a stepped process, as is building resilience. Celebrate the wins! Acknowledge the losses and ultimately, be human in your approach. Set a clear vision, and encourage people to join you in the change process. This investment in time will always pay off in the end.
We have undertaken small- and large-scale programs of change, with learning a continuous process. While leading a change initiative that didn't land can be disheartening, it's also a valuable opportunity for reflection and growth. As leaders, it's essential to embrace these experiences with humility, resilience, and a commitment to continuous improvement.
Navigate change with confidence.
If you have led or been part of small or large-scale change projects that may not have gone exactly to plan and would like some guidance or support to get it right - get in touch, this is our jam!
