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It’s everything that prepares employees to adapt and thrive.

 

Picture this: you’re about to build your dream house. How do you make sure it turns out just right? Presumably you start with the structure, not plumbing or paint colors.

Faced with a big organizational change, many project teams jump to communication as the cure-all.

They think that if they just tell employees the what, when, why, and how, that will be enough to smooth the transition and make the project a success.

Just as building a house has many parts, change management includes all the elements you need to help people adopt and sustain a change. Communication is one of those elements, but it’s not the only one. Effective communication alone won’t ensure the success of your initiative, just as a coat of paint alone won’t create your dream home—you need the walls in place first!

Let’s walk through the steps of constructing your project’s success.

The Change Management Plan is your blueprint

The blueprint is the start of your perfect house. This is your detailed roadmap, ensuring that each part of your house is designed to fit together perfectly. A solid change management plan aligns your efforts, identifies risks, and keeps everything on track. No one wants a last-minute disaster during construction, and the same goes for change management.

If you’ve ever tried building something without a plan, you know the result can be chaos. Change management is no different. So, before you start building, make sure you have a solid blueprint.

Leadership commitment and alignment form your foundation

Every house needs a solid foundation to stand on. Enter strong and committed leadership. Leaders should be the bedrock that supports everything else—guiding teams, lifting morale, and ensuring everyone is aligned with the organization’s vision and strategy. Without this strong foundation, your change initiative might collapse.

Example:

The leadership team of a large retail company played a crucial role in the successful implementation of a new enterprise resource planning (ERP) system. The CEO and senior executives were actively involved in the change process, regularly communicating the vision and benefits of the new system to employees. Their commitment and alignment ensured that the project stayed on track and that employees were motivated to embrace the change.

Impact Assessment is your plumbing and electrical

Before you help people through a change, you need to understand them. You must discover each stakeholder group’s predisposition and experience of the change. Who are they? What is their attitude toward change? What will impact them? How do they feel about those impacts? What are their fears and hopes? What do they need to get through to the other side? This phase is like laying down the plumbing and wiring—it’s hidden, but critical for the house to function smoothly. This is the way to make sure everything flows just right.

Example:

In a healthcare organization, a change management team conducted extensive interviews and surveys with impacted employees to understand their concerns about a new electronic health record (EHR) system. By addressing these concerns and involving employees in the design and implementation process, the organization was able to reduce resistance and ensure a smoother transition to the new system.

Training is your interior design

This is where the magic happens. Training is like designing the interior of your home. Equip your people with the tools they need to thrive in the new world you’re building. Don’t just use standard built-ins, appliances, and furniture and hope for the best; make sure everything is thoughtfully designed and aligned with their needs, so they can really use the house to its potential. A great training program is like a custom interior—well thought-out, practical, and essential for making the space a home.

Example:

A small nonprofit implemented a comprehensive training program to support the rollout of a new customer relationship management (CRM) system. The training included hands-on workshops, online tutorials, and one-on-one coaching sessions—all customized to address the specific needs of each stakeholder group. This ensured employees felt confident using the new system, leading to increased productivity, happier employees, and improved customer service.

Communication is your paint

Now, here’s the fun part: communication. Yes, it’s crucial, but it’s only effective once the rest of your house is in place. Communication is the paint that ties everything together, giving your project personality and vibrance. Be clear, consistent, and—here’s the twist—personalize it. Each stakeholder is like a different room, so make sure your methods and messages reflect their unique needs.

And remember, one communication is not enough to tell the full story. Just like each room will only look complete without multiple coats of paint, multiple communications will be your stakeholders’ visual and emotional reminder that things are happening. Keep them informed with updates, timelines, milestones, and the wins along the way. After all, a well-painted house makes each room feel right.

Example:

A nonprofit was adopting a new payroll system. The impact assessment revealed that the motivation to adopt the change varied by stakeholder group. Managers liked the new payroll system’s ability to track their team’s availability, making scheduling a breeze. Executives were excited to track how each team member was spending their workday, making it easier to recognize overlaps and redistribute work, thereby saving money. Employees were motivated by the new system’s ability to track their time more easily, saving them time and frustration.

Communication was tailored to each stakeholder group, highlighting their biggest motivation to adopt the change. This approach built excitement amongst the staff because they were regularly reminded of what was in it for them, specifically. The result? The staff was ready and eager to dive in when the new system was launched.

Feedback and adaptation are your landscaping

No house is complete without a bit of landscaping, right? Feedback is your landscaping—bright, surprising, and essential for keeping things fresh. Regular check-ins and remediations will ensure that your change initiative stays on track and continues to meet the needs of your stakeholders.

Example:

During the implementation of a new project management tool at a tech company, the change management team established regular feedback loops with employees. They conducted weekly surveys and held focus group sessions to gather input and make necessary adjustments. This iterative approach helped address and prioritize issues promptly and ensured that the tool met the needs of all users.

Sustainability plans are the maintenance

What happens after your house is built? Well, just like any great home, change initiatives require upkeep. What’s the plan for new team members who join down the road? What about the inevitable system or process updates?

Plan routine maintenance. Make sure there are people standing by to make and implement changes to the training and communications you’ve built. Make sure your training and resources are adaptable, and your success metrics are focused on the long-term health of the organization. Keep checking in, adjusting as needed, and stay engaged long after the dust settles.

The goal isn’t just to build a house—it’s to create a home that thrives for years to come.

Change management is much more than communication. It’s the thoughtful blend of planning, leadership, assessment, communication, feedback, training, and sustainability. Just like building a house, it requires patience, coordination, and a clear sense of purpose. If you focus on all these elements, you’ll end up with a change management strategy that achieves lasting results.