| Change is no longer an event—it’s a permanent reality. Whether you’re rolling out a new system, restructuring a department, or redefining culture, people will feel the stretch between the comfort of “what was” and the uncertainty of “what’s next.” Transformational leaders don’t just mandate change; they facilitate and communicate it so teams move from anxiety to engagement.
This article dives into the twin competencies that make change stick:
- Skill 39 – Change Management Facilitation
- Skill 40 – Change Communication
Skill 39 – Change Management Facilitation
Definition
The ability to raise awareness of needed changes, clearly articulate desired outcomes (benefits and downsides), and help people move out of their comfort zones into purposeful action.
Why it matters
- Resistance is natural. Facilitation turns resistance into dialogue and ownership.
- Unmanaged change fails. Industry studies show ~70 % of change initiatives miss their targets, largely due to people factors.
- Engaged teams adapt faster. When employees help shape the journey, commitment replaces compliance.
How to implement
- Paint the “Why.” Link change to mission, vision, values, and market realities.
- Co-create the “How.” Involve representatives from all affected groups to design solutions and timelines.
- Surface concerns early. Use listening circles, pulse surveys, or informal assessments (Skill 37) to hear fears and ideas.
- Chunk the journey. Break big shifts into phases with visible milestones and quick wins.
- Celebrate progress. Recognize teams and individuals who model adaptability.
Practice activity – Change Readiness Workshop
Facilitate a 60-minute session with your team:
- Step 1 – Present the “Case for Change” in 5 minutes.
- Step 2 – Small-group brainstorm: “What excites you?” / “What worries you?”
- Step 3 – Collect themes, discuss mitigations, and nominate change champions. Debrief: What readiness level did you observe? Where will you focus support?
Skill 40 – Change Communication
Definition
The ability to convey the need for change clearly and repeatedly—using audience-appropriate language so people understand, remember, and accept the message.
Why it matters
- Clarity reduces fear. Ambiguity fuels gossip and resistance.
- Repetition builds confidence. People need to hear key messages multiple times, through multiple channels.
- Tone sets the culture. Hopeful, transparent language invites engagement; jargon or spin erodes trust.
How to implement
- Craft a core narrative—three parts: What’s changing, Why it matters, How we’ll succeed together.
- Tailor to stakeholders. Execs need strategic impact; frontline staff need day-to-day implications.
- Use multiple platforms. Town halls, team huddles, email briefs, collaboration tools, one-on-ones.
- Keep feedback loops open. Encourage questions and publish answers visibly.
- Model the message. Let your actions and priorities reinforce your words.
Exercise – 3-Minute Change Pitch
Write and rehearse a concise message:
Sentence 1: Here’s what’s changing.
Sentence 2: Here’s why this matters to our mission and to you.
Sentence 3: Here’s what happens next and how we’ll support you.
Deliver it to a colleague; ask for candid feedback on clarity and tone.
Synergy in Action
Facilitation (Skill 39)
Engages hearts & minds
Surfaces barriers
Builds shared ownership
Adjusts the roadmap
Communication (Skill 40)
Keeps everyone informed
Reduces rumors & confusion
Reinforces purpose & progress
Maintains momentum
When change stalls, ask: Do people understand the why? Were they invited into the how? Master these two skills and you’ll lead teams that not only survive change but harness it for innovation and growth.
Next in the series: Skills 41 & 42—Change Willingness & Readiness and Facilitating Team Spirit & Values Alignment.
Until next time, Keep Living On Purpose! |
