Successfully driving organisational change requires aligning your direct reports.
These key people shape how well change is embraced across the broader team.
To achieve lasting change, there is a balance of assessing their capability and willingness while embedding accountability. .
Here are five steps, keeping things simple, it is a new leader guide!
1. Communicate the Vision
Start by providing a clear vision of the change and its purpose. Explain how it fits into the organisation's broader goals and how it benefits both the company and individuals. A well-communicated vision can be repeated when you are not in the room.
2. Assess Capability
There is the potential that not everyone may have the necessary skills to support the vision. Consider:
Skills Evaluation - Assess each direct report’s capabilities through performance reviews, experiences and your discussions. Explore any skill gaps that could hinder their ability to drive the change.
Provide Support: If gaps exist, offer training to bridge them and assess their level of willingness to partake in it.
3. Gauge Willingness
Understanding your team’s mindset is just as important.
Have Open Dialogue - Engage in conversations to gauge their willingness. Are they enthusiastic or hesitant? Explore concerns and provide the opportunity for them to buy-in.
Assign Ownership - Empower change through identifying champions within your broader department. Assign ownership over key elements of the activities, offer reporting mechanisms and hold people accountable for their contributions.
4. Embed Accountability
Accountability is crucial for ensuring follow-through:
Set Expectations - Clearly define what each direct report is responsible for. Outline their roles and the outcomes they are accountable for.
Track Progress - Regular check-ins allow you to monitor progress and keep everyone accountable. Support them where needed but reinforce ownership over their assigned areas.
5. Monitor and Adjust
Everything evolves, and change is ongoing. Set quarterly progress reviews, celebrate successes, and make adjustments as needed to keep momentum. Be specific about how each direct report contributes to the broader vision, update accountabilities, and ensure the activities stay on track.
By aligning your direct reports with clear roles, capability-building, and accountability, you can create a culture that supports and sustains successful organisational change.
Often a dedicated workshop or offsite is critical to create space for these important conversations and ensure alignment across the team. This is where I excel for my clients, feel free to reach out via email and we can have a chat.
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