Changing an organization isn’t easy. It’s like renovating a historic house with its grand ceilings, detailed crown molding, and classic hardwood floors. People fear it will lose the charm and character of the old setup, even if they acknowledge that improvements might be needed.

The same holds true in the business world. When change is on the horizon, people often resist it. Employees worry about their roles, teams, or their favourite projects will change. They typically don’t look at the benefits. Instead, they fixate on what they will lose or what will change.

In contrast, leaders in companies often highlight the exciting advantages that come with change. They discuss how it will improve one’s work life through streamlined processes, cutting-edge technologies, and innovative approaches. They emphasize how the new systems can reduce workload and automate tasks, ultimately leading to more meaningful and impactful work. Additionally, they may mention potential financial benefits, such as raises, bonuses, or other perks.

However, in the midst of all this future-focused enthusiasm, leaders often overlook a crucial element in implementing effective change: emphasizing what will remain unchanged.

Providing employees with the reassurance that certain aspects of their job or the company structure will remain intact can greatly contribute to their sense of security during the transition. Knowing that their daily routines, team dynamics or reporting structures will remain unaffected can offer them stability as they navigate new aspects of their role or the organization’s operations. This sense of assurance serves as an anchor, helping them adapt to the changes with greater confidence.

It’s like assuring a homeowner during renovations that their beloved stained-glass windows will be preserved even as the kitchen undergoes modernization. Or providing reassurance that the antique fireplace in the living room will remain untouched while updating the heating system.  Achieving this delicate balance between preserving what is valued and embracing necessary improvements is crucial.

The same principle applies in organizational settings. Leaders can play a vital role in helping employees embrace change by recognizing and preserving cherished elements of the organization. By honouring the past while embracing the future, leaders can inspire a sense of continuity and familiarity amidst the transitions.

With this understanding, let’s explore how we can practically apply this knowledge to the changes happening in our organizations.

First and foremost, it’s important to make space for people’s feelings about the change. Allow yourself and others to experience the nostalgia, the loss, or even the excitement of what's coming.

Clear and open communication is another cornerstone. Leaders should explain what the changes will look like, why they're happening, and what elements of the "old house" will stay the same. This fosters a sense of security and reduces uncertainty during the transition.

Providing support to those in need is critical. Consider having mentors or trainers available to listen and guide, akin to a contractor explaining renovation plans to a homeowner. This support can help individuals navigate the changes more effectively.

Leaders also have a crucial role to play in setting a positive example. They should embody the new changes and demonstrate their enthusiasm and adaptability. Equally important is inviting employees to share their thoughts and ideas. Inclusion fosters a sense of ownership and reduces resistance to changes.

Finally, monitoring the progress of the change is essential. Are people adjusting? Are the intended benefits of the "renovation" being realized? Regularly assessing these factors ensures that the changes are effective and aligned with the desired outcomes.

As a challenge this week, I invite you to apply the insights we’ve discussed to a current or upcoming change in your organization. Embrace the complexity, understanding that change, like renovating an old house, won't be a straightforward task. Anticipate some resistance, as it's natural when the familiar is being altered. Remember, success lies not only in introducing the new but in preserving and accentuating the aspects that will remain the same.

Take time to communicate clearly and transparently about the changes, ensuring everyone understands the reasons behind them and how they'll unfold. Extend support to those who need it and cultivate an inclusive environment where everyone feels part of the change process. Patience will be your greatest ally as you navigate resistance and support your team in adjusting to the new reality.

Lastly, keep kindness and understanding at the forefront. Whether it's directed towards yourself when things don't go as planned, or towards others who may struggle with the transition. Compassionate leadership will make the journey smoother for everyone involved.

Best wishes, Lauren

P.s. If you or your organization are grappling with change, consider reaching out. We offer free 30-minute consultations designed to help you navigate the challenges of organizational change. By identifying key areas of concern and strategizing solutions, we can help your team embrace the new while honouring the old.