George, head of the Asia Pacific region for a global industry leader, was running the annual meeting of his group’s 300 executives and managers. After reviewing the year to date and addressing the changing context for the coming year, he was heading for the usual wrap up. This time, however, he had a key decision to share with his people, a decision he told us he felt both resolute in and nervous to share. Their operating model — the model that everybody knew and understood and that guided every interaction — needed to change.
How to Get Your Team on Board with a Major Change
Four strategies for leaders.
August 04, 2022
Summary.
Most change management has shifted from a simplistic, top-down, “create a vision, change the structure, roll out the new program, and get buy-in” approach to more emergent, empowered, and purpose-led approaches. But leading big, complex change is still a struggle — the rate of failure for transformation projects remains stubbornly high. The authors have seen both in their research and their work with clients that the missing ingredient is the ability to look for and work with deeper systemic forces. And they found the force that has the greatest impact on change outcomes is humans’ primary need to belong. The authors present four strategies for leaders to skillfully attend to people’s most primal need to feel secure in disruptive contexts.
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Change Management Course
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Change may be the only constant in today's organizations. Here's how to lead through it.
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New!
HBR Learning
Change Management Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Change Management. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Change may be the only constant in today's organizations. Here's how to lead through it.