Transformations can be challenging, especially when navigating through unexpected changes. Things often don’t go according to plan. Embracing change, whether met with excitement, apprehension or both, carries inherent risks and rewards. Different people may perceive the change differently and some may resist the change.
Having diverse mindsets and an inclusive approach can act as a catalyst for effectively navigating change. Divergent views and perspectives, coupled with open and honest dialogue, pave the way for better solutions and successful transformations. Encouraging all voices to participate equally in discussions and debates contributes to the power of solutions, driving successful change and mitigating resistance.
Let’s look at five ways to infuse more diversity into change management.
1
Problem Definition and Solution Articulation: Incorporate diverse perspectives from the outset of problem definition and solution articulation. Recognize the value that Diversity, Equity, Inclusion and Belonging (DEIB) principles bring to understanding and addressing the identified problem. Leverage the diverse backgrounds and experiences of team members to enrich problem-solving approaches.
2
Stakeholder Engagement and Alignment Conversations: Utilize the richness of diverse perspectives during stakeholder engagement. Encourage stakeholders from various backgrounds to actively participate in alignment conversations. This inclusive approach not only acknowledges diverse viewpoints but also enhances overall change management effectiveness.
3
Establish a Psychologically Safe Environment: Building on the foundation of a diverse and inclusive approach, it is essential to establish a psychologically safe environment. This environment encourages open communication and empowers individuals to share their perspectives freely. Recognizing and addressing biases and microaggressions ensures that the workplace fosters a sense of psychological safety for all employees.
4
Metrics for Success (Inclusion and Empowerment Indices): As part of leveraging diversity, introduce specific metrics for success. Implement inclusion and empowerment indices to gauge the impact of change initiatives on diverse individuals within the organization. These metrics not only measure inclusion but also assess the level of empowerment individuals feel in decision-making processes.
5
Inclusive Governance: Extend the scope of inclusivity to the governance structure of your change initiatives. Form an inclusive governance body or committee by including c-suite executives, department managers, HR representatives, and selected employees representing the general employee population. This body, comprising a diverse mix of individuals, ensures that decision-making reflects varied perspectives. A collaborative and inclusive governance approach enhances the effectiveness of change management initiatives by incorporating diverse insights and experiences.
Enabling Diversity with Intention
The integration of diverse perspectives, stemming from various backgrounds, genders and races, is a catalyst for innovation and creativity within Bristlecone’s OCM team. Each person brings their unique essence and then works together with the team to weave a tapestry of thoughts and foster innovative ideas. I come from an HR background, where I worked as a generalist, who then ventured into change management to upscale my expertise in navigating and driving transformative initiatives. Every day I am encouraged to bring my authentic self to work, ask questions, challenge things that are already in place, and engage in meaningful conversations about how to best serve our clients.
At Bristlecone, we recognize the power of a diverse and inclusive workforce in driving innovation, fostering creativity and shaping effective business strategies. The emphasis is on creating an environment where individuals feel their contributions are valued, fostering a sense of respect for them as people, colleagues and employees. We no longer regard diversity and inclusion efforts as distinct from our overall business practices; instead, we understand that the collaborative atmosphere cultivated by diverse views positions us competitively for greater success.
Our strategic hiring has led us to establish a culture of rapid experimentation, reinforcing resilience and flexibility and building a team that is adept at devising iterative approaches. Our commitment lies in providing more than just solutions; we strive to be a strategic anchor, ensuring our clients navigate change with confidence and agility.
Bristlecone’s agile and multi-disciplinary change management team:
- Weaves a Tapestry of Perspectives: When our unique team members come together, we don’t just get the job done; we go above and beyond, innovate and enhance our capabilities with each project.
- Thrives with the Ebbs and Flows: When situations evolve, our team adapts their course and priorities in subsequent moves. We embrace the evolving nature of the solution and consistently adapt our change approach.
- Demonstrates an Expansive Thought Process: Knowledge ripples through the OCM team – navigating top-down, bottom-up, middle-out and across the organizational spectrum. Our rich understanding of various change management approaches and skills empowers us to customize our strategies for any given change scenario.
Elevate your transformation experience by integrating every voice and every insight into your change strategy. Together, let’s curate a strategy that elevates your transformations.
AAYUSHI PANT
Consultant
Change Management
Bristlecone
