Design change together

Creating change together

Adrian Monk, the delightful and quirky detective once said, "I don't mind change. I just don't like to be there when it happens." His humor is an expression of a truth felt by most humans. Change is hard. Change is uncomfortable. Change is inevitable. Change is better together.

Successful leaders ease the angst of change by making things easier.

• Over-communicate. Never underestimate the power of an internal communication strategy. Weekly updates from the executive (CEO, Superintendent, Principal) relieve uncertainty through transparency. Share what you know now, and what's upcoming.

• Keep communication simple. Email, staff meetings, and memos are important communication tools. Make them easy to read. Use lists. Keep it short and sweet.

• Make time for small group meetings. Anticipate employee discomfort with change. Listen. Ask powerful questions. Listen again. Your presence make change easier.

• Schedule one-on-ones. Maintaining a thoughtful finger-on-the-pulse helps leadership stay abreast of serious discomfort being experienced by employees. Confidential meetings allow teams to debrief, while making leadership aware of minefields.

Good communications creates a sense of togetherness for teams experience change during a transition. Attrition is often attributed to feeling of isolation, evasive leadership, feelings of hopelessness, and lack of empowerment.

Your awareness fosters transparency and sustain teams. You got this.