Meaningful Change Requires Leading Without Knowing

Implementing meaningful change that drives substantial results for an organization is a true test of any leader. Successful leaders have gotten where they are today by knowing what success will look like and proving how to get there.

However, leading change that transforms an organization's culture requires leading people to a different future while not knowing exactly what it's going to take to get there—let alone knowing what specific results to expect once you arrive. "Not knowing" isn't what most leaders would refer to as their "comfort zone" because it is risky and requires conviction to a future with little or no ability to prove how to get there. In short, it requires faith. Leaders of change can be faced with immediate resistance, fear, uncertainty, and doubt from those that they must lead.

So How to Lead Without Knowing? Extensive resources exist on implementing and leading change effectively, yet after reviewing these materials, leaders often find themselves in one of two positions: either deciding that partnering with an expert is the right approach, or feeling confused about how to implement generic advice like "communicate, communicate, communicate" or "train people on what you can't simply communicate."

While expert partnership can be valuable, here are some actionable tips to better enable leaders to guide change without knowing all the answers:

Articulate the Vision: Leaders must first write a clear vision for the future that answers key questions: What factors led to the need for change? (market changes, competitive pressure, operational inefficiencies, etc.) Why is this change important to the company and valuable? What will happen if we don't change?

Engage People in the Vision: Complex changes require multiple engagement strategies tailored to different roles. Effective engagement should address: How do I do my job in the changed environment? What will be expected of me in the future that differs from today? What is required for me to be successful? What's in it for me?

Enable Leaders to Lead and Take Risks: Senior leaders must understand the change and be equipped with resources to prepare their teams. Empower people to be involved in the change, try new approaches, provide feedback, and learn from missteps.

Remove Barriers: Identify and eliminate both environmental barriers (ineffective processes, tools, systems, leadership) and individual barriers (lack of skills, knowledge, motivation, or capabilities).

Change management is challenging, but willingness to lead without knowing exactly what it will take can yield effective results. Organizations preparing for transformation should consider partnering with experts who can serve as advisors, guides, and hands-on support.