Monica Frías-Boson

Transformation, reorganization and evolution are all words that you’ll become very familiar with once you enter the workforce. They all refer to the constantly changing business environment — changes that are driven by competition, emerging technologies, customer demands and the need to improve the ability to create value. In the business world, change is no longer a one-time event that brings the business from one stage to another. Change has become a part of the core processes and an indispensably intrinsic capacity of a successful organization.

Adapting to change and to the ambiguity that comes with change has become a critical competency in the workplace. For future leaders, however, adapting is not enough. Leaders are expected to inspire people and guide them through the natural uncertainties and disruptions that change creates.

Great leaders build a culture that has the capacity for change. That is a culture that embraces exchange of ideas, innovation, and collaboration, as well as ambiguity that inevitably comes with change. They also understand that managing the people component of change is critical for success. Change only happens well when people are engaged and supported every step of the way.

“Great leaders build a culture that has the capacity for change... a culture that embraces exchange of ideas, innovation, and collaboration, as well as ambiguity that inevitably comes with change.”

Throughout the change process, true leaders do something really well: communicate. They communicate a vision of a future state that align with organizational goals and strategies, create a shared need and a sense of urgency, and clearly articulate the “whats” and the “whys” of change. It is so important that people have a clear understanding of the big picture and why this change makes sense in that context. It is also important that people understand how, from their own corner, they can have an impact on realizing the change. So along with creating and communicating the vision, great leaders are also able to draw a clear line of sight from that big picture to the individual roles of those involved in the change effort.

Involving people early in the process and asking for feedback helps individuals develop a sense of ownership around the changes to take place. Change doesn’t take place in isolation, so it is crucial to build alliances with key stakeholders, whose buy-in is indispensable and ensure that their concerns are not taken for granted. Change doesn’t happen only in big corporations and chances are that in your immediate environment you have experienced change initiatives.

Who Moved My Cheese? by Spencer Johnson, is classic book that introduces readers to change management in a very simple way, making change more real to all of us. This is the story of four characters living in a “maze” who face unexpected change when they discover their “cheese” has disappeared. The book illustrates how different characters strive to adapt to this big change and how one doesn’t succeed at all. It’s never too early to start looking into this topic.

Whether you are a new student, a returning student, or a faculty or staff member, change is all around you. While change can be difficult, your capacity to handle change and lead people to accept change could play a big role in your future career. Take advantage of every opportunity you have to learn from the changes around you and grow into a stronger, smarter leader.