Leaders often launch change initiatives with the best of intentions but then struggle to achieve their goals. Many fall into a common trap: rushing into one-size-fits-all transformations without understanding who they’re asking to change and why. Here’s how you can set your change initiative up for success.

Diagnose your change type. Departments within your organization have differing needs. Those that face digital disruption likely need a strategy of exploration focused on innovating and taking risks, whereas others would benefit more from an exploitationstrategy focused on optimizing existing processes.

Map motivational styles. Understand how team members approach tasks and challenges. Do they focus on potential gains, moving quickly toward solutions? Or do they prioritize avoiding mistakes, taking a more cautious, methodical approach?

Match motivations to initiatives. With a clear understanding of both your change type and the motivational styles of the employees on your teams, strategically assign employees to projects that align with their natural tendencies.

Tailor your change messaging. Keep an eye on employee stress levels, which can reveal when there’s misalignment between your change narrative and employees’ understanding.

Encourage a paradox mindset. You’ll inevitably face situations that call for pursuing contradictory goals simultaneously. Helping employees get comfortable in that zone of contradiction is critical for sustaining change.
This tip is adapted from “3 Reasons Change Initiatives Fail—and How to Ensure Yours Succeeds,” by Nicolas T. Deuschel et al.
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