Ten questions every board director should ask about change management

The best change management strategies ensure changes remain effective even after the initial leader or impetus is no longer present. Significant aspects of managing change well lie in communication, strategic planning and in empathy. A board plays a crucial role in managing change, whether they are initiating it or supporting changes introduced by others. Below are ten key questions that every board director should ask when embarking on a change journey.

Understanding the purpose or the “why” ensures alignment with organisational objectives and clarifies the intended outcomes. It can also help individuals understand what the change means to them and how it connects with their values. It is important to consider how the change will position us for future opportunities? This ensures the change not only addresses current needs but also aligns with long-term strategic goals.

Successful change requires collective organisational shifts and individual adoption to achieve outcomes​. Creating a sense of ownership, rather than mere compliance, encourages proactive participation and long-term sustainability of the change. Exploring alignment between these needs helps mitigate resistance and builds a culture of collaboration.

Leveraging structured models ensures a systematic approach to planning and implementation of change, helping you to consider the process from different angles. This approach provides a roadmap to anticipate challenges and the leadership should then adjust strategies as needed.

Reflecting on previous experiences can offer insights and help avoid repeating mistakes. This is a time to access institutional memory either through longer-standing board members, staff or those who have stepped off the board long ago.

Resistance is natural; having plans to engage and support those hesitant to change is crucial for smooth transitions​. This is a significant risk and falls under good governance for boards. Recognising early signs of resistance allows for proactive interventions that maintain morale and progress.

Effective communication is essential for addressing both business and personal impacts, building understanding and buy-in. This often means writing more than you think is enough. It is important to address the topics that may worry people and to demonstrate transparency, answering questions before they are asked and showing your organisation is trustworthy.

Active, visible support from leaders is critical for driving commitment and ensuring the success of the change. Who is expected to do what, to ensure nothing slips between the cracks? It is easier to plan ahead than to have to back peddle to fix avoidable problems. Regularly revisiting these metrics allows for course corrections and reaffirms the change’s value. But not too regularly! Change takes time to take root.

Clear metrics help track implementation, identify barriers, and ensure the realization of desired outcomes​. The best question to ask is: how will we know if we succeed? And… how will we know if we need to worry?

Equipping individuals with necessary skills and resources promotes smoother adaptation and proficiency. Often, resistance comes about when people do not feel confident they can execute new tasks.