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How to effectively lead change

Welcome to week 9 of my 3-month series called: 

TAKE YOUR LEADERSHIP TO THE NEXT LEVEL: Learn the 3-pillars of leadership success.

In October, we are exploring pillar 3: Lead Your Business. 

Today we are going to discuss a key strategy to lead change effectively.

My client Carolyn is losing sleep right now.

She lies awake at night worrying about a huge organizational change that her team is responsible for orchestrating. 

She is worried about:

  • Her stakeholders who are resisting the change
  • The people who will lose their jobs as a result of the change
  • How she can create buy-in from key team members 
  • How her customers will respond to the change
  • How she will meet the aggressive timelines prescribed by the Executive Team  
  • When and how to communicate the change and key milestone
  • How to minimize the rumor mill regarding the change

As you can see, she has a lot on her mind!

I’m sharing her concerns with you as I know that these concerns are common.

You have likely experienced these very concerns while leading change in your organization. 

Change is hard, expensive, and takes a lot of time!Change is hard, expensive, and takes time…a long time to create sustainable change. 

So, Carolyn called and asked me to facilitate a Leading Change Workshop with her implementation team. 

Her goals were to provide the team with the same tools and a common language to leverage while leading the change. 

I thought she was really smart to plan this team event. From the start, she is setting her team up for success. 

In the workshop, we discussed the key barriers to change and how to overcome resistance. We reviewed a change acceleration model and started working on some key communication tools to ensure that the team messaging is aligned. 

One of the most powerful activities that we did was a stakeholder analysis. 

We identified all the key stakeholders impacted by the change and then discussed their views of it.

While navigating change, it is critically important to consider your stakeholder’s views and objectives.

It’s important to remember that:

  • Everyone has a different view of the change, depending on their role.
  • Everyone is impacted differently by the change. 
  • Everyone has different goals and objectives regarding the change. 
  • Some people will “lose” in the change, and others will “win.”

Doing a stakeholder analysis allows you to consider all these factors.

It ensures that you view the change from other people’s perspectives, not just your own.

This strategy will allow you to base your action plan on a broader viewpoint than just your team’s perspective.

Change never happens in a vacuum. 

So, when leading change, get buy-in from others and consider their points of view.

Lead Your People Program

I am really excited to announce that the next Lead Your People Program will start on November 1st, 2022.

This LIVE program delivered over ZOOM will focus on the 6 key leadership skills that you can leverage to lead your team with confidence and ease. 

Here are the topics and dates:

  • Module 1: How to leverage your workstyle using the DiSC Profile – November 1
  • Module 2: How to give feedback and have difficult conversations – November 29
  • Module 3: How to coach for results – January 10
  • Module 4: How to delegate and develop your team effectively – January 24
  • Module 5: How to manage your time and priorities – February 7
  • Module 6: How to lead and communicate change – February 21

Go here to register and find out more:

Space is limited, so register today.


Vanessa Judelman

Vanessa Judelman is an author, coach, and sought-after leadership expert. Over the past 20 years, she has created a proven formula to develop results-oriented leaders who feel empowered and confident in their job. Vanessa is the author of Mastering Leadership: What It Takes to Lead in Today’s Fast-Paced World. Order your copy here.

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