Navigating change in HR and implementing people projects can often feel like an uphill battle. From tackling mindset shifts to securing that stakeholder buy-in you need, every step requires meticulous planning and execution. Recently, I had the privilege of hosting a roundtable with Theresa Cook, Head of Management and Leadership at Sky on How to Plan and Execute an Effective People Strategy. Theresa shared with us the following strategies for success:
1. Cultivate an Environment Conducive to Change
Theresa emphasised the importance of fostering a culture that’s receptive to change. Mindset plays a pivotal role in this, as well as urging leaders to assess the levels of change fatigue so they can address it proactively. Meeting people where they are, with an emphasis on inclusivity and bringing everyone along for the journey with you, is critical to this. It becomes particularly important in scenarios when a company is looking to innovate; ensuring they won’t be prohibited by cultures of fear and micromanagement.
2. Embrace a "Lean & Strong" Approach
We were also introduced to the concept of a "Lean & Strong" approach by Theresa, which advocates for clarity in identifying problems and implementing solutions. At the same time, it’s important to distinguish between “upstream” and “downstream” challenges. If you focus on downstream problems rather than the root cause, then solutions are likely to only offer temporary relief.
Theresa also highlighted the common challenge of working with leaders who can shy away from upstream solutions in favour of quick fixes. For HR professionals, this might mean some candid conversations need to be had. Being courageous in this dialogue and in your endeavours is crucial to driving meaningful change. One approach could be pushing back on inconsistent stakeholder commitment and seeking out alternative leaders to work with who are mutually invested in finding a solution.
3. Harness the Power of Storytelling for Senior Leadership Buy-In
Concluding our round table, Theresa focussed on the power of storytelling when securing buy-in from senior leadership. She emphasised the role stories can play in helping you create an emotional connection between leaders and your objectives. To pursue the goal of creating champions for your initiative, Theresa advises a focus on finding early adopters and internal influencers. Her guidance for responding to pushback is to align narratives with business goals and quantify the cost of inaction. Both of these steps can be instrumental in helping you gain traction and overcome resistance.
A Personal Note
As I reflect on Theresa's enlightening insights, I’m reminded of the profound impact effective planning and relationship management can have on an organisation's ability to deliver a robust employee value proposition.
At Reward Gateway, we are committed to empowering HR professionals to navigate these transformative journeys with confidence and clarity. Whether you're grappling with change fatigue or seeking to enhance stakeholder engagement, our tailored solutions are designed to meet your unique needs.
My passion is helping organisations positively transform the outcomes delivered by their most valuable asset – people. If you would like to discuss these insights further, please get in touch with myself or one of the team to schedule a consultation regarding your employee engagement strategy.
