The People Side of Change: Why Engagement and Ownership Are the Keys to Success

Last week, we explored the broader landscape of change management and the strategies leaders can use to guide their organizations through transformation. This week, we’re zooming in on one of the most critical aspects of managing change effectively: the people side of change.

While frameworks, plans, and processes lay the groundwork for change, engaging your team and fostering a sense of ownership—wherever possible—isn’t just a “nice to have”; it’s the cornerstone of navigating change with confidence and success. Without their buy-in, even the best strategies can falter. Let’s dive into why focusing on your people is essential and how to foster engagement and ownership throughout the change process.

Why the People Side of Change Matters

1. Change Happens Through People
   Change doesn’t implement itself—your team does. Whether it’s adopting new systems, adjusting to regulatory shifts, or evolving organizational culture, the individuals within your organization are the ones who make it happen. When people are aligned, engaged, and supported, change becomes a shared effort, not a forced directive.

2. Engaged Teams Drive Momentum
   An engaged team brings energy, creativity, and resilience to change. When individuals feel connected to the mission and understand their role, they’re more likely to champion the initiative and help bring others on board.

3. Unaddressed Resistance Can Derail Progress
   Resistance to change is natural, but it can quickly become a barrier to success if it's not acknowledged and addressed. Leading the people side of change involves understanding concerns, fostering trust, and building a shared commitment to the vision.

Engagement: The Starting Point for Successful Change

Engagement is the foundation of any successful change initiative. When your team feels connected to the change and understands its purpose, resistance diminishes, and motivation soars.

Why Engagement Matters

1. Alignment with the Vision: Engaged team members understand the why behind the change and how it connects to the organization’s mission.

2. Emotional Buy-In: Engagement fosters trust and reduces fear of the unknown, helping your team approach change with an open mind.

3. Stronger Collaboration: Engaged individuals are likelier to work together, offering solutions and identifying potential challenges early.

How to Foster Engagement

1. Start with transparent communication. Explain why the change is happening and what’s at stake for the organization. Share the big picture and how this will affect individual roles.

2. Foster Two-Way Dialogue: Make it clear that feedback is welcome and essential. Hold open forums, team meetings, or one-on-one sessions to gather input, answer questions, and address concerns. When people feel heard, they’re more likely to engage.

3. Celebrate Milestones and Wins

• Recognize Efforts: Celebrate small successes to keep morale high and reinforce progress.

• Highlight Impact: Share stories of how the change is making a difference, reinforcing the value of everyone’s contributions.

Ownership: Taking Engagement to the Next Level

Ownership goes beyond engagement—it’s about giving people a stake in the change process. When team members feel like active participants rather than passive recipients, they become champions of the change, driving it forward with energy and commitment.

Why Ownership Matters

1. Accountability Increases: When individuals feel ownership, they take responsibility for outcomes and are more invested in the change’s success because they develop a personal stake in the outcome. Ownership transforms “this is  happening to me” into “this is happening to us.”

2. Advocacy Multiplies: Team members who own the change become advocates, helping to “sell” the initiative to others inside and outside the organization.

3. Solutions Become More Robust: People who are part of the process and understand your organization's day-to-day realities bring valuable perspectives, ensuring the change is realistic, relevant, and less likely to encounter unexpected roadblocks.

How to Encourage Ownership

1. Involve People Early: Involve your team in the planning stages wherever circumstances allow. Even if circumstances limit their ability to contribute, find ways to involve them in discussions, planning sessions, or brainstorming. Their insights can make the change more realistic and actionable.

2. Empower Decision-Making: Give team members control over aspects of the change that impact their work, fostering a sense of autonomy and responsibility.

3. Celebrate Contributions: Acknowledge and reward the efforts of those who contribute to the change process, reinforcing their role as key drivers of success.

Balancing Engagement and Ownership

While engagement and ownership are ideal, not all changes allow for full team involvement. For example, legislative changes or crisis-driven decisions might limit how much input your team can provide. However, you can still prioritize people in the process by:

1. Communicating Transparently: Be open about constraints while sharing as much information as possible to build trust.

2. Offering Opportunities for Input: In restricted circumstances, find areas where team feedback can shape outcomes, such as implementation plans or workflows.

3. Focusing on the Transition: If the change has already been decided, engage your team in the ‘how’ of effectively adopting and adapting it.

Practical Steps for Leaders

To ensure engagement and ownership are at the forefront of your change initiative, consider these actionable steps:

1. Create a Change Task Force: Include representatives from different departments to provide input, act as advocates, and lead by example.

2. Host Open Forums: Regularly update your team and invite questions to keep communication open and two-way.

3. Provide Training and Support: Equip your team with the knowledge and tools they need to feel confident and capable during the change process.

4. Highlight Early Wins: Celebrate milestones to build momentum and reinforce the value of the change.

The Ripple Effect of Engaged, Empowered Teams

Leading change isn’t just about managing tasks—it’s about creating a shared purpose. When your team is engaged and feels a sense of ownership, the benefits extend far beyond the immediate change initiative. Engagement fosters collaboration and creativity, while ownership strengthens accountability and long-term commitment. Together, they create a culture of adaptability and resilience, enabling your organization to navigate change effectively—now and in the future.

At Ethica Strategic Solutions, I specialize in helping leaders prioritize the people side of change. Let’s work together to create a strategy that engages your team, fosters ownership, and drives lasting success.