5 Strategies for Leading Change in an Organization
Organizational change is essential for any business that wants to thrive in an evolving world. Leaders must regularly review business processes, personnel and technology to meet the demands of the ever-changing market. Forty-five percent of global CEOs surveyed in 2023 felt their businesses wouldn’t be viable in the next decade on their current paths, underlining the importance of change.
There isn’t a one-size-fits-all approach to organizational change; instead, there are myriad strategies useful in shaping the change management process. Each company has a distinct history, culture and long-term goals to consider during times of change. As a business professional, you must determine how you will choose to lead change in an organization and adapt quickly to challenges.
What is Change Management?
The American Society for Quality (ASQ) defines change management as “the methods and manners in which a company describes and implements change within both its internal and external processes.” Organizational changes can incrementally evolve or take place suddenly on a broad scale. Regardless of scope, leaders must plan for change by considering long-term goals and short-term challenges.
Streaming service Netflix offers a good example of successful organizational change. The company began as a rent-by-mail service for DVDs in 1998 but shifted over time to video streaming due to changes in consumer habits. A five-fold growth in paid subscribers from 2014 to 2024 was supported by:
- A dedicated change management team in close contact with product teams
- A flat organizational structure for quicker decision-making
- Post-change reviews informing future change efforts
Constant or poorly planned change can lead to fatigue as employees feel unsteady in their work. Risks involved in organizational changes include leadership resistance to spending money, employee resistance to new routines and ineffective communication. Introducing new technology can also reduce productivity, especially without training or quick integration with existing systems.
Organizational Change Management Strategies
Effective leaders know they can rely on one strategy for leading organizational change. A dynamic skillset not only counters the risks mentioned above but responds to new challenges. Here are five strategies for ushering in organizational change:
1. Seeking Stakeholder Buy-In
Recent research shows the need for employees to buy in early to change efforts. A 2022 Gartner survey showed employee support for change dropped from 2016 (74%) to 2022 (38%) due in part to concerns about organizations’ impersonal efforts. Leaders must start by getting influential personnel on board to achieve broader staff support.
Stakeholders belong to teams or departments indispensable to the success of organizational changes. Leaders need to engage relevant stakeholders so that change strategies reflect their roles and responsibilities. This strategy also identifies champions - or stakeholders most supportive of change - who can build support for new business processes or policies.
Leaders must be authentic when engaging stakeholders and avoid cookie-cutter or informal initiatives. Prominent roles for champions in shaping the change process build buy-in among influential team members. Enthusiasm for and belief in proposed changes spreads from stakeholders to their teams.
2. Explaining the Why and How of Change
An effective communication strategy uses multiple channels and provides two-way traffic instead of top-down dictates. Town hall meetings, face-to-face conversations, videos and other formats ensure different learning styles are engaged in the process. Employees should also feel they can advocate for themselves and aren’t simply being communicated to.
These conversations need to explain why proposed changes are essential. Successful leaders also communicate how changes will be implemented and impact employee experiences. A transparent plan for change with incremental steps toward full implementation eases the stress of new responsibilities and policies.
Gallup polling during the COVID-19 pandemic shows why effective communication is essential during times of change. Fifty-five percent of respondents in early 2020 felt their companies had clear visions for pandemic operations compared to 22% in 2022. Organizational leaders who can explain the whys and hows navigate difficult times and planned changes.
3. Training for Change
Those leading organizational change can convert staff excitement into action with well-designed training programs. Securitas North America offers a blueprint for comprehensive training from its modernization of field and back-room operations. The safety and security services provider used the following when changing business processes:
- Combining live and online training for maximum impact
- Holding office hours with product owners for informal discussions
- Preparing experienced staff as trainers on new systems and products
- Sharing best practices and tips among staff using the same systems
CIO Jeremy Brecher noted that the most important tool for training during this time was mock workdays. He explained that field staff applied their training and tested new systems in real-world conditions during simulations. Hands-on training increases comfort with new processes and reduces hiccups during implementation.
4. Utilizing the Nudge Theory
Nudge theory became a popular strategy for implementing organizational change over the past 15 years. The International Training Centre defines a nudge as a “subtle shift in the way options are presented, making the preferential choice the most attractive.” A McKinsey report on corporate nudging found the following impacts of the practice:
- 35% increase in employees following safety procedures
- 33% increase in staff loyalty to employer
- 14% increase in customer retention
Effective nudges guide employees toward desired behaviors without eliminating other choices. Email reminders about unanswered surveys, creative signage promoting office recycling, and conveniently placed health foods in the cafeteria are unintrusive ways of guiding behavior. Thousands of nudges can subtly move organizations toward their goals with minimal friction.
5. Choosing the Right Metrics for Successful Change
You won’t be able to determine the effectiveness of your change efforts without key performance indicators (KPIs). Organizational leaders should keep change KPIs simple with McKinsey finding only 29% of metrics actively used by transforming organizations. Prosci suggests using three questions to measure change management success:
- Did the initiative deliver what was expected?
- How effectively did impacted individuals adopt and use the change?
- How well did we “do” change management?
Measurements of organizational change should extend beyond changes in revenues, expenses or returns on investment. Employee and customer surveys can ask questions on scales to quantify respondent perceptions. Internal metrics like time to resolve IT issues and on-time implementation of new products provide a fuller view of organizational change.
How can an Ed.D. Help Leaders Manage Change?
Master’s degrees in business, education and other disciplines provide solid foundations for organizational leadership. You can stand apart from your colleagues with a Doctor of Education (Ed.D.) focused on leadership and innovation. The Carnegie Project on the Education Doctorate (CPED) notes well-designed Ed.D. programs:
- Emphasizes the creation, communication and implementation of professional knowledge
- Focuses on analyzing real-world problems from multiple viewpoints
- Supports collaborative learning and partnerships with diverse communities
Ed.D. programs help educators, non-profit professionals and business leaders respond to future challenges. Courses like global leadership and conflict management build the skills necessary for change management. Marymount University’s innovative online Ed.D. prepares change agents by checking these boxes.
Building Skills for Change Management at Marymount
The Online Ed.D. in Leadership & Organizational Innovation helps aspiring leaders achieve lasting change in their businesses and communities. This 100% online degree can be completed in less than three years of study. Ed.D. candidates learn from experienced faculty members during courses in areas like:
- Administering Social and Human Capital
- Models of Leadership and Coaching
- Professional Collaboration and Engagement
- Program Evaluation and Decision-making
Professors also act as Lead Doctoral Faculty Mentors (LDFMs) as students complete their Dissertations in Practice (DiPs). Each DiP applies course lessons and research to real-world business challenges. Ed.D. candidates acquire the skills and knowledge to lead organizational change throughout their dissertations.
Online Ed.D. students benefit from Marymount’s commitment to academic excellence. Marymount earned 2024-2025 Colleges of Distinction recognition for its business and education programs. The university is also a member of the CPED and among the top National Universities ranked by U.S. News & World Report.
Marymount’s Online Ed.D. in Leadership & Organizational Innovation will empower you as a change agent ready to initiate and inspire. Connect with an enrollment advisor today to get started.