Wie kann man den Wandel in einem Startup anführen?

Leading change in a startup involves clear communication of the vision, active engagement of the team, providing necessary resources, leading by example, adapting quickly to feedback, celebrating progress, maintaining transparent communication, seeking feedback for improvement, encouraging a culture of learning, and monitoring results through key performance indicators (KPIs).

There are many different changes a business needs to implement. All have different identification and lead methods for success. 1. Regulatory change. More direct or top down approach but requires a lot of correct communication, with a strong stakeholder process. 2. Business improvement, opportunity improvement. Needs stakeholders throughout the business to review what is good in all areas of busines, what opportunities must happen and develop scope, the same people become the change champions. 3. Threat change, very much a move quick requirement, so get stakeholders quickly and agree threat, opportunities and direction required. Mainly top down, but involved heads of department stakeholders. 4. Technology change. Eg. SAP long term proposal

Start by comprehending the necessity for change. Prioritize understanding the benefits it brings to the startup and assess potential impacts on the team, customers, and stakeholders. This evaluation informs the scope, goals, timeline, and resource requirements for the change. Strategic analysis ensures a clear and well-supported change process, fostering successful implementation and stakeholder engagement.

Startups, inherently dynamic in nature, benefit significantly from understanding and communicating the 'why' behind necessary changes, ensuring these align with the organization's core purpose. This clarity fosters the right mindset and enables effective co-creation of solutions. Such a collaborative approach is crucial for ensuring early and smooth adoption of changes both within the organization and among its stakeholders. By emphasizing co-creation, startups can harness diverse perspectives, driving innovation and facilitating a more unified and agile response to change.

Without participation, a not-invented-here syndrome quickly occurs in the change. Three approaches have proven themselves in practice: 1. design the invitation: Invite your team to help shape the change. Form a change team, invite people from different areas and design the vision, strategy and roadmap for change together. 2. install a sounding board: The sounding board consists of different people in the company, from different areas. Every measure, the change vision and the procedure are continuously coordinated with the sounding board, moods are captured and feedback is obtained. 3. Network of change heroes: Establish a community of change heroes, persons, who want to change and be a lighthouse in change.

Co-creation ensures enhanced engagement in implementing changes and sustainable adoption. Firstly, during the co-creation process, participants contribute diverse and rich perspectives, shaping a solution that more effectively addresses the organization's needs. Secondly, when individuals feel a sense of ownership in a project, their natural engagement increases, thereby accelerating change adoption and facilitating organizational transformation. This dual benefit of co-creation — combining collective intelligence for better solutions and fostering personal investment for quicker adoption — is a powerful catalyst in change management.

Precisely articulate the vision, purpose, and benefits of the change, including team expectations, roles, and responsibilities. Over-communicate by providing regular updates on progress, challenges, and achievements while celebrating milestones. Tailor communication tools to your startup's preferences—whether it's daily/weekly meetings, Slack channels, or emails. When communicating with customers, choose channels aligned with their expectations. Encourage feedback, promptly address concerns, and sustain an open dialogue to foster transparency and engagement throughout the change process.

Facilitate organizational change by providing comprehensive training and support to your team. Equip them with essential skills and knowledge through diverse methods, including workshops, webinars, and mentoring. Ensure ongoing support by offering constructive feedback and recognition, to facilitate a seamless adaptation to change and optimize performance. This strategic investment in training and support enhances the team's capacity to navigate new skills, behaviors, and tools, fostering a smooth transition and successful implementation of change within the organization.

Startups should view resistance as an opportunity rather than a setback. In my experience, resistance in a startup offers an unexpected opportunity. By acting as a critic, resistance can highlight weaknesses and gaps in communication, strategies, and processes. Leveraging it builds resilience; enabling startups to overcome challenges early on and swiftly adapt to changes during growth. Also, a little pushback never hurts, especially when it serves as a valuable indicator of what products work in the market and which ones do not.

Stakeholder management is crucial in change management, especially in small organizations and startups where personal relationships are often more influential. It's essential to establish a clear stakeholder management action plan and actively engage with key stakeholders. Addressing blockers or influential stakeholders who are resistant to change is a critical step and in this case, individualized strategies should be employed to ensure that key figures or influencers within the organization are not only on board but also become ambassadors of the change. Tailoring engagement approaches to different stakeholders can facilitate smoother transitions and foster a more supportive environment for the change initiative.

Change is like remodeling a house. It's not just about adding new furniture or changing the paint color; it's about transforming the entire space to suit the needs and preferences of the people living in it. Similarly, change in any organization is not only about implementing new processes or solutions; it's about reshaping the hearts, minds, and perspectives of everyone impacted by the change. Just as a home renovation aims to create a space that reflects the personalities and aspirations of the homeowner, organizational change seeks to create a work environment that resonates with the values, goals, and aspirations of the people involved.

Sharing three aspects which could assist in managing change management. 1. Alignment of change with every functional/team's KPI which are getting affected by change - ie each team member should be able to identify how the "change" will affect them. 2. Rigorous follow through and Follow up - on each task and activities planned in the change management scheduledl 3. Maintain flexibility to course correct if the planned task/activities is not yielding the desired result - as long the goal and final objective remains same