New leaders should slow down

“Slow down you move too fast” is a lyric in a song from the 60’s and surely fits the bill when it comes to new leaders making changes.

Whenever new leaders take over, they need to take time and assess the current situation before putting a lot of changes in place. Effective change is built on trust, which takes time to develop.

There are certain things that can change quickly, especially if people understand that the change is needed or it is critical to the success of the organization, but the seriousness of the situation must be clearly communicated.

If it isn’t a critical change, leaders need to take time to build relationships and let trust develop before they make drastic changes.

Leaders need to be able to bring their people along and when change takes place without taking an opportunity to understand the current situation, it can result in multiple problems, and cause disruption. In order to minimize interference, leaders need to think their strategy through prior to making changes.

Initial Phase: One of the first things a new leader should do is to talk to employees about current policies and procedures. Develop an understanding of what is working and what is not. Try to see the situation from the employee’s perspective and listen carefully to their rationale, then take time to understand the impact the change will have on the employees.

Be willing to share information with them regarding any changes in policy and procedure. If there are policies that need adjusting all employees must have a clear understanding of the new policy and why it was changed. It is important that they also understand the consequences of not following the new procedure prior to putting the change in place. Once there is clear understanding and the employee chooses not to follow protocol then they have also chosen their consequence.

People Component:

Most leaders understand the importance of the people component in implementing change. The truth is that most change initiatives are done “to” employees not with employees, yet ironically people will determine the difference between the success or failure of a change initiative. To be successful people need to be involved in the plans from the start and again throughout the implementation process to ensure the desired outcome.

This means creating an environment in which your employees feel safe to communicate openly and honestly with the leadership regarding issues of importance to the organization. People also have to feel acknowledged and respected through consistent feedback mechanisms.

Two-Way Communication:

Two-way communication is imperative if an organization is to change successfully. This means communication with all stakeholders including managers and employees throughout the organization and the customers as well. It must also offer an opportunity for stakeholders to communicate with leadership. Everyone needs to understand what is in it for them to change in order for them to jump on board.

When people do not feel it is in their best interest to change they may initially agree but not truly support the changes. When customers feel that changes are taking place only to benefit the organization, they will find other places to send their business.

When new leaders take time to understand the current situation they will have a better chance to create the trust essential to a lasting change process.

The level of trust in the organization will determine how communication takes place and if it takes place. By taking time to build a foundation for the change with open and honest communication, your organization will have a better chance to succeed and bring about the much needed changes.