Change Manager: Unlocking Success To Help You Shine

A Guidebook For The Change Managers’ Leader

Change is the only constant in today’s fast-paced business landscape, and as a savvy leader, you’ve wisely brought a change manager on board to navigate this dynamic terrain. Change managers are like the Swiss Army knives of the corporate world (or educational institute), equipped with a diverse skillset tailored to steer your organization through transformation. But to truly reap the benefits of their expertise, it’s essential to understand how to tap into their potential. In this article, we’ll explore how you, as a leader, can maximize the talents and skills of your change manager and, in turn, ensure the success of your organization.

• Disclaimer
  Consider this an onboarding instructional after their arrival to your team, entitled, “Change Management Deconstructed: A Guidebook for the Change Managers’ Leader”. The rest of the article below covers how a change manager can be empowered in an “ideal” setting when hired.

Empowering Your Change Manager: 6 Key Principles

1. The Theory: Communication Is Key

The first rule of successful collaboration with your change manager is clear and open communication. Change managers excel at interpreting complex data, understanding employee sentiments, and developing effective strategies for change. However, they can’t work their magic in a vacuum. Regular meetings and an open-door policy will empower your change manager to share their insights, updates, and recommendations. Remember, their role is to bridge the gap between strategic vision and practical implementation, and your guidance is pivotal in this process.

• The application
  Announce their upcoming arrival to the immediate team and key stakeholders you envision them partnering with on future initiatives. Once they start the position, have them begin a needs assessment period to acclimatize them to the corporate culture by conducting a “roadshow” to visit the key stakeholders. The intent of the roadshow is threefold:
  1. Enabling them to provide an introduction and explanation of their role with the importance of it being stressed
  2. Gaining insight into the current state of challenges, opportunities, top priorities, processes, and any previous lessons learned from previous initiatives conducted before implementation of this role
  3. Integrating into key meetings, including doing the same within their department to discover internal opportunities.

2. The Theory: Leverage Their Analytical Acumen

Change managers are well-versed in data analysis, and they can offer valuable insights into the health and performance of your organization. Allow them access to necessary data sources and tools, and encourage them to use their analytical skills to identify trends, anticipate obstacles, and offer data-driven solutions. By doing so, you’ll harness their expertise to make more informed decisions, resulting in more successful change initiatives.

• The application
  Aside from obvious key metrics gleaned from feedback surveys, the previously mentioned stakeholder roadshows, and project rollouts, another impactful way they can help a leader shine is by analyzing and transforming KPIs into dynamically visual summaries that are more readily consumed by the executive level. Providing them with this full transparency as well as empowerment to flex their analytical muscles in this manner gives you dramatic demonstrations of the outcomes your division’s services are providing, with impactful results for the overall organization including your internal and external customers.

3. The Theory: Trust Their Expertise

You hired a change manager for a reason–because of their expertise in change management methodologies (and because of their unique background, if you were lucky enough to hire a seasoned professional with a synergistic career path including communications, training, and organizational development). While your experience and insights are undoubtedly valuable, it’s equally important to place your trust in their recommendations. They understand the nuances of change management, from stakeholder engagement to risk mitigation, and their advice can be a valuable compass for navigating uncharted territory.

• The application
  When coming to them with a challenge, upcoming initiative, and need for a solution, allow them time to brainstorm and develop their recommendation(s) first. Nothing distinguishes the bright light of creativity of a change manager more than realizing the need to hire one, and then telling them how to solve the problems facing both of you. Let their expertise elevate you to that next level.

4. The Theory: Encourage Innovation

Change managers often have an innovative mindset, and they’re adept at thinking outside the box. Foster an environment that encourages creativity and problem-solving, where your change manager can propose innovative solutions to organizational challenges. Your willingness to embrace new ideas can lead to breakthroughs that drive transformation more efficiently.

• The application
  As previously mentioned, give them space to dazzle you with their creativity and expertise. It’s their job to influence and drive the “how” once they learn and acclimate to your new culture. Let them pull from that expertise and continue to foster that expertise. If they request a transformational book, buy it. If they request to attend a webinar, training, or certificate, buy it. Don’t let a few bucks keep you stuck at your current level, but let them partner with you to lift you to new heights.

5. The Theory: Empower Your Team

Your change manager’s role isn’t limited to creating plans and strategies; they are also catalysts for change adoption. Encourage them to engage with teams, train, and mentor employees, and facilitate discussions that promote a positive change culture. This empowerment will enable your change manager to leverage their skillset to the fullest, creating a workforce that’s adaptable and resilient.

• The application
  Once you’ve laid out your vision to your team, get out of the way and let them thrive! Don’t hold them back by insisting you be included in every meeting, decision, and discussion. Coach them to know the critical moments requiring your voice. Otherwise, trust and empower your department enough to collaborate in providing the needed engagements and solutions for your customers to walk out that vision.

6. The Theory: Recognize Their Contributions

Finally, recognition goes a long way in motivating your change manager to give their best. Acknowledge their hard work, celebrate successes, and provide constructive feedback when necessary. A motivated change manager is an effective one, and their enthusiasm will undoubtedly have a ripple effect on the entire organization.

• The application
  Aside from the practice of encouraging them and acknowledging their efforts and key successes as improvements become evident, it’s important to eventually bring them to the table of the divisional leads to provide them with an even higher overview picture of the organizational workings for change initiatives and insights that may not occur without this high-level perspective.

Conclusion

Your change manager is your partner in steering your organization through the challenging waters of change. They come equipped with a wealth of skills and a passion for driving transformation. By following these guidelines, you’ll not only unlock their full potential but also set your organization on the path to success. Remember, your change manager is here to facilitate change, but their success is intrinsically tied to your support and trust. Together, you can lead your organization to new heights, navigating change with confidence and flair.

• One important side note is that this onboarding process can also apply to hiring training lead and organizational lead positions.