How do you implement change?

"Change is the only constant in life" - Heraclitus. This statement resonates in today's dynamic business landscape. Organizations that embrace and navigate change effectively maintain a competitive edge. This is why most managerial job descriptions emphasize the importance of change management skills.

Consequently, job seekers should be prepared to speak about their approach to leading change. In a recent interview for a role demanding these skills, none of the candidates provided a comprehensive answer to an important and predictable question. This prompted me to reflect on my own strategies for navigating change and how I would communicate them in an interview.

I believe a "perfect" answer goes beyond listing previously implemented change projects. It emphasizes the strategic approach taken, demonstrating how positive change was achieved. Organizations want individuals who are intentional about change. Who can plan and execute actions to facilitate a successful transition.

This could involve demonstrating knowledge of change management by referencing a framework that aligns with your approach. For example, if you focus on morale you may draw on the Kubler-Ross model. For a more balanced approach, you might follow ADKAR. Or, if you prefer a simplicity, the 3-stage Lewin model: unfreeze - change - refreeze.

Textbook knowledge and theory are NOT a requirement. Practical experience is more valuable than simply being well-read. If your success is through hands-on experience, even better—but it’s crucial to demonstrate that. A strong response should highlight practical preparation and planning for change, outlining the specific actions you take before, during, and after implementation to ensure its success.

For me, I take theory to organize my approach then apply practical actions. To that end, I visualize a productivity curve with three phases: (1) status quo, (2) state of disruption, and (3) new normal. In each phase there is a corresponding shift in productivity as below.

3-Phase Productivity Curve

I utilize the Productivity Curve because it is straightforward. This makes it an effective tool for communicating project phases to a wide audience. Stakeholders can easily grasp what lies ahead, including the challenging Period of Disruption and fluctuations in productivity.

Next, I plot strategies along the productivity curve specific to the project. This outlines the change plan. The ultimate goal is to minimize the time spent in the disruption phase, where morale is fatigued, and productivity is at its lowest.

Generalized Change Plan

Change is crucial for business success, making change management skills highly sought after and a regular interview question. A standout candidate must demonstrate their strategic approach to change in an interview. Whether leveraging theory or practical experience, the key is demonstrating thoughtful planning and actionable steps to minimize disruption, maintain morale, and restore productivity effectively.