You're facing a major organizational change. How can you ensure your executive team is effectively informed?

It’s all about designating responsibility and expectations for all the involved individuals. “Keep it simple stupid” because often times leaders turn this into a period of chaos when in reality the more simplistic your plan is and the more simplistic the execution is, always equals the best results.

Having gone through a few organisational changes you need to really nail the initial briefing to get the executive team behind the change. Understand the potential impacts for the company overall and also for fellow executives. Make sure the project team is from all departments, show you have thought about customer impact, short, medium and long term. Allow people to provide feedback so they have some ownership. Finally make sure the Steering Committee is cross functional so the organizational change can transform itself to meet business needs.

First, set expectations. With humans, if you want fast progress, go slow. Explain that you will spend more time than they expect in mapping the current state - as that is necessary to identify the real problems and to identify the change champions (and blockers). Report accomplishments - not process. And make it two way reporting - the executive team needs to continually report back to the organization that their view of transformation - to make it clear that it remains an enduring organizational priority.

I would use the Lippet-Knoster framework for change leadership and discuss the vision captured in #1 along with the Lateral Thinking six hats to look through several lenses at the change and the possible outcomes. If the impending change is transformative, I would add in the sense-making framework from Dave Snowden (Cynefin) to ensure that the executives understand that the team will encounter unknowns along the way and have a set of protocols for evaluating and deciding the next step along the path (note: this is best done before the launch rather than at the discovery!).

Transparency is key! During regular updates to your executive key, transparent data should be distributed in order to pass information down to staff. This will deepen the understanding of WHAT change is needed, WHY the change is required, HOW the change is happening, and WHEN the change will be successful.

Following the initial briefing, ensure consistent communication with regular updates. Plan these updates through weekly meetings or bi-weekly emails to include progress reports, strategy adjustments, and departmental feedback. This continuous information flow keeps the executive team engaged, aids in informed decision-making, and supports their leadership efforts.

Regular updates are crucial to maintain momentum and engagement. At the City of Johannesburg, I implemented a bi-weekly newsletter and scheduled briefings that included progress updates, key metrics, and any changes to the plan. These updates not only kept the team informed but also provided opportunities to celebrate small wins and maintain morale. Regular updates help in keeping the team aligned with the ongoing changes and ready to adapt to new developments.

Regular updates are crucial to maintain momentum and engagement during organizational change. During my tenure at Mark Paul Consulting, I implemented bi-weekly updates through newsletters and scheduled briefings. These updates included progress reports, key metrics, and any strategic shifts. This consistent communication not only kept the executive team informed but also provided opportunities to celebrate small wins and maintain morale, ensuring everyone stayed aligned with the ongoing changes.

Encouraging open communication is not merely a managerial strategy but a foundational element of effective leadership. You build a culture of trust and collaboration by creating an environment where executives feel genuinely comfortable sharing their thoughts, concerns, and suggestions. Regular one-on-one meetings and dedicated forums for discussion are practical avenues to facilitate this dialogue. These platforms ensure that every voice is heard and that issues can be addressed promptly. Your commitment to open dialogue underscores your dedication to transparency, inclusivity, and continuous improvement. It signals your team that their input is valued and essential in driving the organization forward.

To successfully navigate a significant organizational change with your executive team, prioritize transparent communication, a unified vision, and collaborative leadership. Foster open and honest discussions, ensuring that the team is aligned with the strategic goals and priorities of the organization. Provide the necessary resources and support to facilitate the transition, and regularly monitor progress together to stay on track. By engaging executives as active partners in the change process, you can build strong buy-in, enhance agility, and promote collective ownership, leading to a more successful and seamless implementation. Cultivating a culture of trust and mutual respect will further strengthen the team's commitment!

Communicate. Communicate. Communicate. Yes! Over communicate if you must, but keep communicating! It's extremely important, else the rumour mill will start churning and stories ranging from the absurd to agonising will fill the air! Be open to take any questions that the team may have. Small group and large group meetings help provide clarity of the future plans. If required set aside an hour a day just so that people can walk in and clarify any top-of-mind fears and apprehensions.

in weiterer wichtiger Aspekt ist die Einrichtung eines zentralen Informationsportals, auf dem alle relevanten Dokumente und Updates zur Verfügung gestellt werden. Dieses Portal sollte leicht zugänglich und benutzerfreundlich sein und regelmäßig aktualisiert werden, um den aktuellen Stand der Veränderungsprozesse widerzuspiegeln. Darüber hinaus ist es nützlich, spezifische Ansprechpartner innerhalb des Führungsteams zu benennen, die für unterschiedliche Bereiche der Veränderung zuständig sind. Diese Ansprechpartner können detaillierte Informationen bieten, die Kommunikation erleichtern und als Bindeglied zwischen verschiedenen Abteilungen fungieren.

Facilitating open feedback opens up a two-way communication channel and allows the leader to address concerns that his executive team may have. A robust feedback mechanism, allows the leader to be part of the conversation about concerns his team may have and makes the change initiative inclusive. An inclusive dialogue allows the leader to enrol his team into the initiative and be champions of change.

Feedback is crucial in leadership to develop teams and improve organizational sustainability. It is often confused with criticism, which is unidirectional and negative, while feedback is bidirectional and improvement Destructive Criticism: Technical Usefulness: Zero, does not provide solutions Impact: Frustration, humiliation and toxic environment, affecting self-esteem and productivity. Alternative Approach: Evaluate the usefulness of the criticism. Take a deep breath and offer practical solutions. Constructive Strategy: Immediate Solution: Address problems collaboratively. Post-Reflection: Dialogue to understand and improve the process. Adequate feedback management strengthens collaboration, reduces negative impacts & improves results.

Understanding the effects of changes and handling issues early on depend on a strong feedback system. During meetings at the Environment and Infrastructure Services Department, I used anonymous questionnaires, suggestion boxes, and interactive Q&A sessions to get important comments. Making wise changes to the change plan and ensuring that executives felt heard and appreciated throughout the process depend on this input, which is absolutely vital.

Implementing a robust feedback mechanism is vital for understanding how well the executive team is digesting the change information. During projects at Mark Paul Consulting, we used anonymous surveys, suggestion boxes, and interactive Q&A sessions to gather valuable feedback. This feedback helped us make informed adjustments to the change plan and ensured that executives felt heard and valued throughout the process.

Unterstützend sollte ein offenes Feedbacksystem eingeführt werden, das es dem Führungsteam ermöglicht, Bedenken oder Vorschläge direkt an das obere Management weiterzuleiten. Dies fördert nicht nur eine positive Kommunikationskultur, sondern stellt auch sicher, dass wichtige Einsichten und potenzielle Probleme schnell erkannt und adressiert werden können. Durch eine Kombination dieser Strategien können Sie sicherstellen, dass Ihr Führungsteam während großer organisatorischer Veränderungen gut informiert und vorbereitet bleibt, was letztendlich zu einer erfolgreicheren Umsetzung der Veränderungen führt.

Das Thema Schulungen wird viel zu oft vernachlässigt. Wir führen ein neues System für Aufträge ein, alle sind total begeistert. Was auf der Strecke bleibt sind die operativ arbeitenden Kollegen die mit dem System in der Fläche arbeiten sollen. Die Folge ist eine Überforderung mit dem System und eine daraus resultierende fehlende Akzeptanz. Ging ja mit Excel alles viel besser.

Certainly an open dialogue and an in depth training together with a detailed follow ups. I would add the importance of micro manage the nuisance or background noise that opposes change. We know the impact of a crack in a car window screen.

Las sesiones de entrenamiento son vitales para nivelar conocimientos , no solo para el team ejecutivo, sino también para todos los participantes del proceso de cambio, también es muy importante evaluar si estas capacitaciones son llevadas al día a día, es decir si tienen efectos prácticos y no se quedan en las aulas de capacitación

Customised training courses for the particular requirements of the change process provide your staff with the required competencies. I arranged extensive training courses emphasising the features of the new system and best practices during the ERP deployment at Business Boutique. These seminars not only developed competency but also confidence among CEOs to guide their groups through the change successfully. Targeted training guarantees that every leader is ready to manage the change and can assist their staff in line with that.

Targeted training sessions equip the executive team to handle change effectively. At Mark Paul Consulting, we organized comprehensive training sessions focusing on new technologies, processes, and policies. These sessions not only built competency but also instilled confidence among executives to lead their teams through the transition successfully. Proper training ensures that leaders are prepared and can support their teams effectively.

I have found that the leaders that lead by example ie walking the talk in embracing the change, make most significant impact on the future success. While mentorship and resources help in ensuring continued support, I firmly believe that the approach of leader is extremely critical to the positive impact post a major organisational change.

I've observed that leaders who lead by example, embodying the changes they wish to see, have the most profound impact on the future success of an organization. When leaders demonstrate commitment and actively participate in the change process, they set a powerful precedent for others to follow. While mentorship and access to resources are crucial for sustained support, I am convinced that a leader's approach is fundamentally critical to achieving a positive outcome after a major organizational change. This hands-on leadership inspires confidence and motivation among team members and reinforces the importance of the change, ensuring that it is embraced at all levels of the organization.

Monitoring and communicating progress and providing continuous support to the team are vital for ensuring the change process is successful. I have found that the only way to make significant changes work is to ensure they are embedded in how the team work and how the outcomes are measured. If you don't reinforce the change with continuous communications and progress monitoring, the change will not be "taken up" by the body of the organization. Regular communications to the team, showing the progress the organization has made with the changes are essential. For example, include the change metrics in reports to more senior management and in individual goals and performance reviews. Review progress, be willing to make modifications as needed

Providing continuous support is vital for sustaining change momentum. Establishing a dedicated support team or a change management office can offer ongoing assistance and resources. For example, during the Lanseria Smart City project, we had a support team available to address any issues and provide guidance as needed. This ongoing support reassured executives that they were not alone in navigating the change and that help was readily available, fostering a more resilient and adaptable leadership team.