Change Takes Time and Other Thoughts on a Snowy Morning

As the holidays approach, the push is on to wrap up projects, close off files, and tie off loose ends. Rush, rush, rush… and then it snows. It really snows! It’s a complication for some folks who are still out there maneuvering through snowy roads and forced to re-schedule essential meetings. For others, it’s a respite providing quiet time to work at home and to catch up. For me, it’s been both. I’ve been out some and in some. A few steps forward, a few steps backward. But ultimately, we have to accept that we just can’t control the weather and we revise our plans, create a new “to do” list, and use a different approach to meet critical goals.

It’s the same with our nonprofits, isn’t it? As much as we try to push through changes and implement critical strategies on an aggressive timeline, it often just doesn’t work out, does it? Our board, our staff, and our constituents need more time to process change and understand the implications. As much as we’ve communicated and educated, they just aren’t there yet. Change management is an area that can be painfully slow and test the patience of the most deliberate, laid back leader.

Some suggestions to consider if you are in the middle of a major organizational change:

1) Involve folks early so they have plenty of time to process the implications and understand the need. Address their questions and information needs. Involve the team in crafting the roll out plan and identifying the “to do” list.
2) Be clear and direct about the reasons behind the change. Folks may not always like the change but if they can understand why, they’ll have an easier time accepting it.
3) Communicate in multiple ways. People absorb information in different ways so tell them verbally, put things in writing, and communicate through using data and illustrative examples.
4) Be prepared to communicate some of the same information over and over.

And take advantage of snowy days when the roads are impassible to catch your breath and fine tune your change management strategy as needed.

Any other suggestions regarding change management?