The Bailey Group has undergone a number of changes in the past year including:

–          a complete overhaul of our brand

–          the launch of LEVERAGE integrated services for CEOs

–          hiring of a new senior consultant

–          expansion of our office space

–          installation of a new phone system

–          and too many more to list here

At The Bailey Group, I’m often on the leading side of change and the decision making that leads to it.  From my perspective, change not only solves problems but provides opportunities for future growth. Because I’ve been involved from the beginning, change seems gradual and intentional. And, frankly, fun. As a result, it’s pretty easy for me to get on board and support change.

But this is not what I’ve learned about leading change. What I’ve learned about leading change is that those on the receiving end of change, no matter how good or opportunistic the change may be, have a much different experience than those on the leading end.  For others, change isn’t always a choice or an option.  It often feels like a must do – get on board or get left behind. It creates chaos and disruption and loss of control. And it evokes a range of emotions, including fear, anxiety, resistance, sadness, anger, and resignation.

I have also learned that there is no such thing as too much communication when it comes to change.  Not only about what the change is but WHY the change is necessary, how it fits in to the bigger vision, and what’s in it for others in making the change. I have learned that, while it can be difficult to stand behind change in the face of questioning and concern, it is imperative to maintain focus and give change an opportunity to sink in.

I am learning that leading change requires empathy. Listening. Space. Time. And persistence. And I know that I will learn more as change continues to be a part of the routine at The Bailey Group.

As you lead change in your organization, recognize that your experience is different from others. Take time to acknowledge this, to listen, and to help others understand not only the what and the how of the change but the why. And what’s in it for them.

It still won’t be easy but it will succeed in the end.

Are you leading change in your organization and don’t have all the answers? Contact The Bailey Group. We’ve been there and can advise you through it.