How to change your company when you're not the CEO
Change is constant in the modern workplace and the internet is practically vibrating with studies and resources for executives and leaders about creating and managing organizational change. But leaders aren’t the only ones who can or should create change at an organization. Let’s face it: your CEO might not have the same priorities or vision as you. Why should she? You have different jobs. Yet, you both work at the same company and are ideally invested in the same mission. You like your job and the organization, but you see room for improvement. So how do you make change happen at your company when you’re not in the corner office?
Define the organizational change you want to make
Whining that you generically wish things were better isn’t going to cut it. What exactly is it that you want to improve? Pay equity? Management training? Another position on your team? A flexible worklife for all? To start an employee resource group? Write down exactly what you want.
Are you the best person to initiate this change?
Are you clear about why you want to do this? If you’re not an authentic advocate of the change you want to see, why should anyone else care? If the change is something you believe in that will truly make the company better for yourself and others, create a mission statement for yourself specifically for this change.
Identify any resources you need to create change
If you don’t need a budget for your change, you’re basically on a high-speed water slide to success. If you do need a budget, outline what costs will be involved. Additionally, do you need office space? Time away from your desk? Make a list of any resources you need—but keep it in your back pocket until you get people on your side.
Photo by Ross Findon on Unsplash
Create a compelling story for your organizational change
This includes proving why your change is good for business. If you state your case and realize that this is a solo sob story, maybe the problem is you. But if you know your proposed change will be good for the people and the company, weave your web of words. A basic story consists of character, setting, plot, conflict, and resolution. You already have the main character (you) and the setting (work), so take that and create your bestseller. The most powerful way to persuade people is by uniting an idea with an emotion and the best way to do that is by telling a compelling story.
Identify other employees who can get behind this change
It’s time to rally the troops! Change can—and should—come from the bottom up just as often as it does from the top down. Leaders frequently have no clue what is going on on the ground, especially if your organization or team is lacking in the psychological safety department. If there are coworkers you trust or peers you know who feel the same as you do, huddle over lunch and make a game plan. Craft communication. Put together a calendar. Spread the word.
Take the first steps to enact your change
A lot of articles advise you to get all of your ducks in a row before you do anything or bog you down with diagrams of your sphere of control or influence, but if you want change to happen (and you already know you do), you have to make it happen. If I want something done, no diagram is going to tell me where my influence begins and ends. As Ghandi definitely-didn’t-say: Be the change you wish to see in the world. Take a small step such as setting up a meeting with HR or inviting an outside speaker to discuss the subject of your change passion project at a lunch and learn.
Get buy-in for the organizational change from leadership
Now it’s time to take it to the top. At the end of the day it’s your CEO’s company, not yours. But if you come at them with a clearly-defined message, a compelling story with a good business case, obvious support from others who have rallied around your cause, and action you have already taken, why would they say no? Get that sweet hand-wave from them to seal the deal before they jet off to their next summit or board meeting and crack on.
Determine the timeline for your change and what success looks like
This is your change baby. You decide what success looks like and when you’re done. You have a million other things on your plate, so be realistic but don’t give up. Again, this should all be in writing so it’s clear to you and whoever you’re working with and you can hold yourself accountable.
Keep taking action on your organizational change
Get your squad together and keep checking off tasks. David Rock from the NeuroLeadership Institute found that “the biggest factor in why organizational change fails involves a failure to change human habits. In case after case, everything was right — the strategy, the plans, the budget — but the people were not changing.”
Communication is key here. If your boss asks for a status update on your job, include your wins with your change plan. Continue to share your story and get buy-in from other coworkers. Get featured in the company newsletter. Guest post about your journey on the company blog. Email the CEO to update her and thank her for her buy-in and when she emails you back, tag that email. It’ll look great come review time.