Uploaded April 2017 | Updated September 2026, 2 weeks ago
When you need to initiate change in your organization, how do you start?
Transcript:
Hi there, everybody. Cameron Morrissey here. Got a question from one of my viewers, and it's: How do you start the change process? Now I think the reference point in this question was a very large change, perhaps a system change or something along those lines, but my advice is going to go for when you even have those employees who are just resistant to change. When you're looking to start the change process, it's often best to simply start small. You treat it like exercise. You don't walk into the gym and start lifting 300 pounds, most likely. You start smaller. Change is like a muscle, and you want to start it that way as well. If you have somebody who's resistant to change or if you want to start the change process, start with the smallest thing. Book that first win. It doesn't even have to be related to the actual change that you're looking to do. You just want people to be able to exercise that change muscle. Really what you want to do is you want to get those wins so that you can reference the benefits. Preferably it's something that really has an impact on the operation and everybody can see that so that you can reference the benefit that comes out of the change. Then you weave those in in the larger context of other changes that are going on. If you want to start the change process, start small. The other little bit of advice that I have on starting the change process is to get clear on the why. Why is it that you are going through the change? What is the benefit to the person and to your employees of the particular change? Start small, get clear on the why, and that's how you start a change process that's going to be successful in the end. Thanks so much. Have a good one, everybody.
When you need to initiate change in your organization, how do you start?
Transcript:
Hi there, everybody. Cameron Morrissey here. Got a question from one of my viewers, and it's: How do you start the change process? Now I think the reference point in this question was a very large change, perhaps a system change or something along those lines, but my advice is going to go for when you even have those employees who are just resistant to change. When you're looking to start the change process, it's often best to simply start small. You treat it like exercise. You don't walk into the gym and start lifting 300 pounds, most likely. You start smaller. Change is like a muscle, and you want to start it that way as well. If you have somebody who's resistant to change or if you want to start the change process, start with the smallest thing. Book that first win. It doesn't even have to be related to the actual change that you're looking to do. You just want people to be able to exercise that change muscle. Really what you want to do is you want to get those wins so that you can reference the benefits. Preferably it's something that really has an impact on the operation and everybody can see that so that you can reference the benefit that comes out of the change. Then you weave those in in the larger context of other changes that are going on. If you want to start the change process, start small. The other little bit of advice that I have on starting the change process is to get clear on the why. Why is it that you are going through the change? What is the benefit to the person and to your employees of the particular change? Start small, get clear on the why, and that's how you start a change process that's going to be successful in the end. Thanks so much. Have a good one, everybody.
