Change is stressful, even welcome change, because it challenges people to be different than they’ve been before. That’s an uncomfortable place to be until people absorb the new ways of being or doing activities.

Leading successful change within a corporate environment is a multi-stage process, requiring a combination of leadership, planning and communication in each stage. Check out our systematic approach to change management below to see how we roll.

Henry Kissinger summed up leadership this way,

"The task of the leader is to get his people from where they are to where they have not been."

During a period of change, it’s the leader or project champion’s job to hold the vision of what’s to come for the rest of the organization. Leaders promote the value of the upcoming changes – and personalizing the benefits of change to help gain buy-in from individuals. And as change is underway, leaders take point on educating the organization about new processes and systems and how these work.

A. A. Milne, the author of Winnie the Pooh, captured the value of poohderful essence of planning when he wrote,

“Organizing is what you do before you do something, so that when you do it, it is not all mixed up.”

If you prefer something more corporate-speak, then consider Thomas Edison’s view,

“Good fortune is what happens when opportunity meets with planning.”

Planning is the roadmap that will show you not only where your organization is going to go but how it will get there. You’ll need an overall plan and then break-outs for each stage.

General Colin Powell explained the essence of communication when he said,

"Great leaders are almost always great simplifiers, who can cut through argument, debate, and doubt to offer a solution everybody can understand."

Go beyond telling people how. Also tell them why. If you do, then you will gain faster buy-in on changes, as well as empower your people to make better decisions and be more effective as change is unfolding.