How do you manage change in your department?

Managing change within a department is a crucial aspect of effective leadership. Over the years, I've developed a strategic approach that considers my team's and organization's unique dynamics. Here's an example of how I typically manage change. I believe in transparent communication from the outset. I ensure that the reasons behind the change, the expected benefits, and the potential challenges are communicated clearly to the team. Clear and consistent communication helps set the context and build a shared understanding of the need for change.

We have found that the success of any change program can be assessed by the overall buy-in and commitment of team members to support it. Without it, you are going to have to drive water uphill, as the team will subconsciously or subliminally put obstacles in the way. Building trust and ownership creates a feeling of belonging and mutual support

I've found the best word to describe this is 'transparency'. If you leave some people out, or are not honest with the team, then there's a feeling of trepidation, like, why are they being so 'secretive?'. Being transparent means you trust the team to take on board the bad with the good. Open communications build that trust, and gives you confidence that the journey will be worthwhile.

another example of AI coming up with ideas that are too broad: How about two articles specifically on "How to Improve the Management of Marketing" in two flavours: B2C and B2B.

Involving people in change requires an understanding of how people process change. The Stages of Change (aka Transtheoretical Model) has five stages - ignorant of the problem, aware but not convinced to change, in need of training or knowledge, attempts at change, and maintenance of new habits. Too often, managers want people to change (Stage 4) and focus on change communication (Stage 2) or training (Stage 3) while the person has no idea of what the problem is or how it is connected to other organization issues. Further, there is a fear of failure that needs to be reframed as normal with "failure" being recognition of behavioral triggers that have not yet been addressed.