Often, what we hear and read about implementing major organizational change is the view from "40,000 feet", which may be really helpful if you're the CEO. Of course, it's important to know why the change is critical for business success, and to have a strategy in place. But what about those of us in the trenches who need to connect the overarching organizational vision to realistic action at the local level?

There are a number of actions we can take to help the people on the front lines maintain productivity & focus during change. Realizing that people are concerned about how the change will impact them, their work and the people around them, we know there are three key areas to cover: personal impact, task accomplishment & interpersonal relations. The following highlights specific topics to address to move folks forward through change with minimum hassle and maximum motivation.

1. Provide the information people are looking for, as it's available:
   • organization structure, new product lines, selection processes, budgeting, new systems, compensation and benefits, transfers, integration plans, policies & procedures, culture

2. Enhance individuals' ability to master themselves:
   • assess/handle emotions, understand & move through resistance, determine what's controllable, increase flexibility/adaptability, deal with uncertainty

3. Clarify job/role changes:
   • increase focus & accountability, shorten goals, balance existing vs. new work

4. Help learn the new politics:
   • assess different styles & needs, clarify goals, identify resources, secure support

5. Demonstrate how to manage projects in uncertain times:
   • negotiate new requirements, manage risk, update timelines

6. Build new teams quickly:
   • integrate new people, re-set objectives & re-prioritize, negotiate roles, clarify responsibility & authority

7. Keep talented people:
   • increase feedback, improvise special assignments, provide rewards & recognition