Mindset management: reinventing change management
Why "new" change management is about transforming mentalities
Photo: Olga Klebanov
Organisational change management has been a classic management concept since the publication of the famous book Leading change by John Kotter over 25 years ago. However, the issue is today more critical than ever, and failures in change management still predominate.
What are the reasons for this low level of effectiveness?
There are many explanatory factors, such as not creating a sense of urgency, poor internal communication, lack of staff involvement and support due to an overly top-down hierarchical style, lack of management vision and leadership, or failure to anchor changes in corporate culture.
In short, change remains desirable at a group or theoretical level, but does not generate cohesion or personal enthusiasm.
One of the most frequently asked questions is how to manage change in a company effectively. The key is to involve everyone in the organisation, creating a collective commitment and a sense of urgency to drive change. Ultimately, change remains desirable at a group or theoretical level, but does not generate personal buy-in or enthusiasm.
In this process, it is essential to understand the dynamics and stages of change management, including the interactions and behaviours within the organisation as a change is implemented.
Today the best change management approach focuses directly on changing personal mentalities
Today the best change management approach focuses directly on changing personal mentalities by exciting and involving each employee in the need for change. This model combines a top-down approach with a more participatory process.
Success is about people: individual and collective commitment, enthusiasm, maturity, and openness to change beyond processes predefined by others.
What is change management?
Change management is defined as a fundamental organisational process aimed at guiding and facilitating the transition from one situation to another, with the objective of improving business performance and effectiveness. Traditionally, change management focused on organisational processes, policies or structures, but it is now recognised that its success also depends on the transformation of individual mindsets within the organisation.
Today's change management goes beyond simply implementing new processes or technologies; it is about transforming the personal mindset of employees, promoting their involvement, maturity and openness to change. This implies that companies must no longer only impose top-down change management strategies, but also include employees in a participatory process where a sense of urgency is created and individual and collective commitment is strengthened.
Factors that commonly affect the effectiveness of change management include poor internal communication, lack of staff involvement, weak leadership and lack of anchoring in corporate culture. Therefore, the key to successful change management lies in how companies manage to connect their employees to the proposed changes, generating not only acceptance, but enthusiasm and personal buy-in to the process.
Examples of change management in business
There are numerous examples where change management has been implemented effectively, including the following:
- Digital transformation in technology companies. One of the most significant cases of digital transformation and change management is when companies adopt new technologies that modify both their internal processes and their interaction with customers.
- Cultural change towards sustainability. Companies that are committed to environmental sustainability, such as those that have adopted circular economy or cleaner production practices, demonstrate effective change management.
- Organisational restructuring. A clear example of structural change management is when a company decides to restructure its organisation to become more agile or to better adapt to market demands. This may include the creation of more autonomous teams or the adoption of agile methodologies, where employees are encouraged to adopt a flexible and collaborative approach.
- Adoption of new business strategies. In many sectors, the shift to new business models or business strategies can be challenging. A clear example is the move of traditional companies towards e-commerce or online sales, where employees must change their mindset to embrace new ways of interacting with customers and adapt their skills to new technologies.
- Change management in leadership. Some companies have implemented leadership development programmes as part of their change management. In these programmes, employees develop new competencies and attitudes that enable them to better adapt to change.
These examples show that change management is not only a structural or technological issue, but also a profound change in the mindset of the people within the organisation. The ability to adapt and be willing to change is ultimately what determines the success of these processes.
What is mindset management?
Our mindset is a set of attitudes, beliefs and values that define us and condition our daily habits and performance. Digital transformation and change management require work at this level, as our results are based on our mindset.
Therefore, the ‘new’ change management focuses on transforming this element that is so genuine to any person, as our results and potential are based on our mindset. An element that can accelerate or slow down our performance and development. A sum of factors that may seem immutable, but that can evolve if we find the right approach and motivation.
An effective change management plan must include strategies to adapt the mindset of employees. In this sense, Mindset Management is based on:
- Brain plasticity, which enables continuous learning.
- The innate ability to take risks and seize opportunities.
- The development of emotional and rational tools to drive change.
It also appeals to our maturity and ability to take perspective to change deep aspects of our personality if necessary, with a combination of emotional and rational tools to achieve success and ‘resonate’ with very different personalities.
Our results and potential are based on our mental attitudes, and these can accelerate or slow our performance and development
The most solid, agile and sustainable personal change ‘opens from within’, as evidenced in coaching. This is the tricky, yet exciting challenge of working with people. Without this individual connection, change management will continue to be experienced as a frustrating, tedious, costly process with mediocre results in the medium term.
Relevance of mindset management in change management
Fortunately, ‘command and control’ is becoming more and more rare nowadays. Successful companies accelerate their changes with the involvement, complicity and collective understanding of the need for change. All this with strong communication support and a progressive approach: first involving a small group of ‘ambassadors’ and then the entire organisation. In this way, aspects as complex and susceptible to internal resistance as, for example, a new way of working or a new strategy, can be consolidated.
This approach requires a solid foundation of change management strategies. For more information on how to implement these strategies effectively, check our recommendations on change management.
Our future is now ‘inventable’ and not inevitable, as Iñigo Manso (mindset management expert) explains in this excellent article. In this sense, the importance of change management lies in the fact that it allows companies to adapt quickly to new realities.
Let's take advantage of the current context of continuous change to take traditional change management to a more effective level. Let's work on transformation at the deepest and most powerful level possible: the level of each person's mindset through different change management formats.
How to reinvent yourself in change management through training
Reinventing yourself in change management is an urgent necessity for organisations that want to remain competitive in a constantly changing environment. To do this effectively, it is not only essential to adapt processes and tools, but also to foster a flexible and open mindset for change at all levels of the organisation. This is where training is essential, enabling both leaders and employees to develop the necessary competencies to manage change efficiently and sustainably.
One of the best ways to achieve this is through specialised training programmes that address both the theory and practical tools to implement effective change. Programmes such as Esade's leadership and change management course are an excellent option for those seeking an in-depth understanding of how to lead change in a corporate environment and adapt strategies in an agile and effective way.