Embracing change in the workplace is something that we all have to do at some point. If you’re lucky, it isn’t just a once-in-a-while event but a common occurrence stemming from an innovative team. Maybe you think I’m nuts because I enjoy change – and I wouldn’t wholly disagree…but I believe change is valuable and imperative in the workplace and life.
Why? Without embracing change in the workplace or anywhere else, we would become complacent. Business is competitive, and as such, we must learn to adapt and evolve in an effort to remain a competitor. Life is always moving. If yours is the same as a decade ago, it’s time to evaluate some things!
Whether you hope embracing change in the workplace makes the process easier for you, or decided that you need to learn how to navigate through these choppy waters, here you’ll discover the importance of embracing change and offer actionable strategies to help individuals, teams and larger organizations find their way during a period of transformation.
Embracing Change in the Workplace with ADKAR
There are several different change management models and approaches available to organizations and leaders, ADKAR being one of them. While ADKAR can help with embracing change in the workplace, it is just a model to help guide you. This is not a step-by-step process for success during change.
Nonetheless, knowing what you get with ADKAR can be vital, especially given that you can find each component in the suggested tips later in the post.
Awareness
The A in ADKAR represents awareness. It is the foundational component of approaching change, including communicating the reasons, benefits, and implications of the change to team members.
Desire
The ‘D’ stands for desire, which has to do with each team member’s willingness to participate in the change. When it comes to change management, leaders should be building enthusiasm toward the change by highlighting the benefits each member may achieve.
Knowledge
Team members must be allowed to gain the necessary knowledge to navigate the change successfully. Embracing change in the workplace can only be done adequately with the information, training, education, communication, and required confidence to change.
Ability
Stopping at knowledge is never advisable. Why learn if you aren’t going to put that knowledge to use? Ability relates to providing the tools and systems needed to enable people to implement change in day-to-day work effectively. This might mean skill building, removing barriers, and providing support in embracing change in the workplace.
Reinforcement
Reinforcement relates to sustainability because of the need for process and culture changes. It requires employees to recognize and celebrate the successes while reinforcing behaviors and practices that weren’t standard yesterday. The change must become the new norm. Without proper reinforcement, team members will find themselves reverting to old habits.
Embracing Change in the Workplace: Actionable Strategies
What does ADKAR look like in action? Well, it involves several strategies. It doesn’t mean you must do all the techniques simultaneously – that would be overwhelming. When embracing change in the workplace, you want to take it as slow as you can. While some changes require immediate action, others allow for additional time. Use that time.
1. You Must Grasp the Change with an Empathetic Mind
Change can be difficult, especially when people fail to see the point. Embracing change in the workplace starts with understanding why the change is happening. Leaders can’t expect workers to get behind a change that doesn’t make sense to them.
Additionally, understanding, in this case, must come with empathy. When changes occur, we often think about how it affects us personally. Instead, it is essential to look at how change might impact others. You might have to change something small in your routine to hugely benefit someone else. Be empathetic to the needs of others for embracing change in the workplace.
2. Examine the Cause of Your Feelings
When it comes to change, a lot of feelings pop up. Some people are excited, while others dread it. Many feel anxious, while some can’t wait. Why do you feel what you feel about change? To fully embrace change, you must know why these feelings are associated with it.
You don’t necessarily have to see a therapist to figure out your feelings, but if you think it would help and have the funds to do so, go for it! Looking inward can be a solo project if you don’t have the money or desire to seek professional help. Journal, meditate or do whatever works best for you to uncover the truth behind your feelings.
3. Focus on the Long-Term
So often, people hate change because of what it does to their lives now. Right now, it makes things complicated. Right now, change is confusing. Right now, you can’t see the benefit.
Stop with the right now for now. Imagine 5 or 10 years down the road. How does this change impact the long term?
If, by chance, you think the change is so minor it barely changes things in several years, then why stress about it now? Or, if you realize how the change could be life-altering or business-reviving, it can help you to stay the course.
4. Make it a Team Effort to Embrace Change
Going at it alone is always more complicated when it comes to change. Do a quick online search about change. You’ll likely find something regarding accountability partners reasonably quickly. That’s because change with a buddy takes embracing change to a whole new level.
We weren’t made to do life alone. When things get hard, as they can with change, it helps to have a friend or a team taking the same route. Embracing change in the workplace requires the team to make a joint effort to succeed in that change.
Battle the struggle together, and you’ll likely find the team comes out stronger because of it, and the change is more accessible than when done alone.
5. Recognize the Benefits of Change
There can be positive impacts of change on both a personal and a professional level. Embracing change in the workplace can develop innovation, improve productivity, and increase job satisfaction. By paying close attention to the benefits that you and the organization will reap as a result of the change, you will be more inclined to embrace change.
6. Develop a Growth Mindset
I love, love, love talking about mindset – and not just because I’m usually a positive person. Dr. Carol Dweck introduced the idea of a growth mindset in her research on mindset, which is greatly explained in her fantastic and eye-opening book Mindset: The New Psychology of Success.
Dweck explained how a growth mindset focuses on betterment, while a fixed mindset says you’ll remain as you are. By leaning into the idea that you are growing and learning and evolving and changing, you can better respond to change. Of course, creating a growth mindset isn’t as simple as sharing the idea that you can grow. It is a process that takes dedication and hard work.
However, when individuals view change as an opportunity for learning and development, they are more likely to succeed in that change. Challenges and failures may come along the way, but a growth mindset will embrace the struggle and move beyond it with a lesson learned.
7. Effective Communication will Embrace Change in the Workplace
When employees are told a change will occur but little to no information is given beyond that, a sense of distrust and hesitation is natural. While being transparent and offering open communication can still create uncertainty in change, the people are more likely to trust the leadership team.
Open communication is a great way to alleviate fears and uncertainties. If leaders are unavailable to answer questions or don’t take questions at all, a problem is sure to arise. Always aim for transparency and fantastic communication.
8. Foster a Supportive Culture
A supportive environment is necessary for the smoothest changes within an organization. Embracing change in the workplace cannot work well if leadership tells the team to get over their feelings about it and move on. Instead, leaders should be offering support for the change. Whether that means providing the necessary tools and resources or recognizing small wins throughout the change process.
9. Embrace Flexible and Adaptable Goals
Organizations will fail without flexibility and adaptability in today’s rapidly changing workplace. It might not be today, tomorrow, or next week, but a stagnant company cannot reach the future. Organizations and employees must enhance their adaptability skills, such as embracing new tech and seeking out continuous learning opportunities. They must be open to new and fresh ideas.
Setting goals with adaptable and flexible steps is vital in an always-changing environment.
10. Recognize the Little Wins
With change typically comes a big goal. So often, that goal is so far off that team members fail to see their progress. This is why celebrating the little wins is imperative. The little victories tell people they are headed in the right direction – and to keep going.
11. Don’t Worry About What You Can’t Control
I always say this – why are you worrying about what you can’t control? Of course, it’s easier to say than it is to take action regarding worry, but I say it nonetheless. Sometimes just saying it aloud helps you realize that you can’t control the situation and have to leave it at that.
So, say it: Don’t worry about what I can’t control.
12. Curb the Resistance to Change
Here’s the thing: resistance to change is natural. With that knowledge, you know that you have to go against your natural instinct. As the leader, you must address any concerns you have, find the right resources and support, and allow employees to participate in decision-making. If you’re struggling with resistance to change, the team members will, too. Start with yourself first.
Be patient, empathetic, and understanding when it comes to employees who struggle with change. Their resistance to change is just as natural as the leader’s resistance to the same thing, even if the leader found a way to move past it quickly.
Resistance can be defeated (usually) with visualization. I know that sounds a little wild – I thought so, too! But I’ve tried visualizing in my own life and leadership, and let me tell you: IT WORKS. It’s a little bizarre to imagine a situation and what you would do to curb your natural resistance to change. I’m telling you, try it.
13. Embrace Change in the Workplace like a Challenge
Embracing change in the workplace can be a challenge, so look at it like one. What do you do in the face of challenges? Cower and give up? Of course not! Leaders tackle challenges and face the day. Let’s do that, shall we?!
Embracing Change Starts Now
Embracing change in the workplace is essential for personal growth, organizational success, and staying relevant in a rapidly evolving business landscape. By recognizing the benefits of the change you’re embarking on, developing a growth mindset, fostering effective communication, and all the other strategies listed, individuals and organizations can navigate change confidently and achieve new heights of success.
Embracing change in the workplace is an opportunity for growth and thriving in organizations.