Three big barriers to changing well

​Hey Reader,​

It was a little surreal to sign off on our very last monthly Office Hours last week (Missed that news? This LinkedIn post has the TLDR). I’ve been showing up in that way, in that space, for so long (since 2020!), it left me wondering if I’d made the right decision.

But I didn’t dwell too long; changing my mind is just a Zoom link away, of course. Plus, the IRL attendee count (low) in combination with the outpouring of support and excitement after I shared via email and LinkedIn that I’m planning something new (high) only confirmed that a pivot is probably a good choice.

For me, the “free Zoom webinar” had a very 2020 - 2022 vibe. When other folks do them, I don’t (can’t) often show up in person these days, and I only end up catching the recording some of the time (Allison Davis’s is the only one I truly prioritize).

Which made me think: why do I prioritize Allison’s? I actually worked with Allison back in 2021, and she completely changed the way I think about and do sales as a small business owner. And I still show up, years later. I prefer to be there in person, but I always watch the recording. What is it about her Roundtable, in that format, that is so valuable to me?

And what’s something that I could pivot to that feels more current for the type of work that I do? That provides that same level of value to my clients, colleagues, and audience? That is also aligned with how I’d like to show up for them every month these days?

I've been brainstorming, and I’ll keep creating this new thing throughout Q4. It's based on the major projects I’ve worked on and the major pitfalls I’ve seen clients struggle with in the last year, and I should be letting it loose in January.

Like my Office Hours, it will be free and open to all leaders and changemakers who want to ideate, navigate, and communicate change in more people-centered and effective ways. Unlike Office Hours, it won’t be restricted to a single hour every month and will ideally meet leaders and changemakers where they are, when they need it most.

It will include some of the most essential steps I take with my clients when we first start working together — and, more importantly, I’ll share some key things I wish clients had in place before we start working together.

Key things that not only make change less stressful and more impactful, but set organizations up for success whether they’re going through change or not.

That’s why, for our last Office Hours, we talked about some of the most common barriers I see when it comes to changing in effective, sustainable, compassionate, and inclusive ways

(By the way: If you do want to catch the Office Hours recording, I'm making it available to everyone here.)

As we wrap up 2024, I want leaders to be on the lookout for these barriers, and see if they can start to clear a smoother path to successful change in 2025:

Barrier #1: No internal comms strategy to move folks up the change curve

We will be talking about the change curve a lot in the coming months, but essentially, when organizational change happens, folks first become aware of it, then they understand what it is, they accept that it’s the new normal, they adopt the behaviors required, and then they take full ownership over the fact that this future state is now the way things are done (it’s the new status quo).

That is a very tidy sentence for something that is pretty difficult to do (it’s my job!). It is even harder to do when an organization’s internal communication strategy (if that even exists), is designed with awareness and understanding as the goal. Awareness is never the goal. Understanding is not really behavioral change.

I swear, if leaders just learned how change works and how to communicate it to their teams, I would have to find another way to pay rent.

Barrier #2: Delusional, defensive, and/or dismissive leadership

Before you get defensive that I’m potentially implying that you’re delusional and you dismiss this entire section, let’s pause for a second. Take a deep breath! That’s what I have to do when I get delusional, defensive, and dismissive. It happens to the best of us! It doesn’t mean we’re bad people. It means we’re people.

What defines us is our next step: hopefully, being honest with ourselves (getting clear), asking good questions (being curious), and doing what we can do to reduce disruption and chart a smoother course for change (channeling compassion).

We’ll also be talking about this a lot in the coming months (notice a theme here?), but here's how leaders — myself included! — sometimes show up as delusional, defensive, or dismissive, and how they (we!) can get over ourselves and better serve others:

Delusional

One of the top delusions I see is resource delusion, and even more specifically about time. Leaders, myself included, think change will simply happen (without dedicating resources to the effort) because they had a really good idea and that people will change quickly because the "why" is obvious. Neither of these things are true! Leaders need to get clear about how change works, how people work, how much time things take, and what resources are needed to proactively invest in change so that the outcome of their efforts matches their expectations.

Defensive

Nothing makes me cringe more than a defensive leader. Seriously. Defensive leaders are those folks whose "door is always open," except the door is a TRAP. Even if they are well-intentioned, their egos are easily bruised, despite the fact that they have more power in the organization than the folks they lead.

Even in everyday interactions and in your personal life, see what happens when you are curious instead of defensive. Try it! If you ask for feedback and get a response you don't like, after your brain jumps into defensive mode (which it probably will), ask yourself — or even the person who gave you feedback — what made this person think or feel that way? What could be going on here that I've missed? What can I take away from this that would make my work or my strategy better? Getting curious and asking good questions actually makes you more powerful, not less.

Dismissive

We probably all know what it feel like to be dismissed. It's not that big of a deal. You shouldn't be tired, or mad, or upset about this. Just do whatever it is you're being told to do, and be happy about it! Newsflash: leading change is not about convincing people to not feel the way that they feel about the disruption of their status quo. Validate those feelings, don't dismiss them. And then show people a way forward — a path where you have removed or reduced their barriers to change and have done your best to care for them during this time of transition. Show them that you will lead them with compassion, and show them exactly what new behaviors will be rewarded in the new normal.

Barrier #3: No alignment around what transparency means here

Long story short, as early as possible in an organization, leaders should align around what transparency means at that organization.

What do you share with employees? Strategy? Struggles? The numbers? The numbers only when the numbers are good? Do all employees have direct access to the CEO, or is there a robust middle management that is able to manage and communicate up, down, and across? Do certain members of your leadership team tell all and others keep their lips sealed?

When you define transparency, set boundaries, and communicate them, you’ll find that it’s much easier to both make decisions and share those decisions with stakeholders in ways that serve those stakeholders.

When folks know how, when, and why they will be informed, and that the information they end up receiving is truthful and accurate, there are fewer grumbles, whispers, and side chats. People can spend less time wondering and more time on their responsibilities

Boundaries = freedom.

So: What else do you need to know to lead change well at your organization? What are your barriers and challenges? What can I dig into next?

Reply here and let me know — this newsletter is for you!

Talk soon,

Caitlin

Caitlin Harper Founder, Commcoterie

P.S. — The new resource(s) I’m launching will only be available to newsletter subscribers, so if you know someone who needs to get in on it, they can subscribe here and join 1k+ leaders and change-makers (including you!) for insights about how to ideate, navigate, and communicate organizational change in more effective, people-focused ways.

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