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The Manager’s Dilemma: Leading Through Large-Scale Change

What was the last significant transformation effort that your organization implemented? How did the process go for you and your colleagues? 

If your experience is similar to that of the majority of companies, it may not have been as successful as hoped. It’s estimated that between 60% and 70% of large-scale change efforts fail [1]. While there are often several factors that impact the outcomes of these initiatives, one of the essential components is management. Research has shown that only 25% of employees think their leaders are effective at managing change. [2] 

Supervisors sit at the crossroads between strategy and execution. They are expected to motivate teams, drive performance and maintain engagement—all while adjusting to the shifts in policies and practices themselves. Without support, managers may struggle to move their teams in the right direction. 

For change efforts to flourish, Learning & Development (L&D) professionals can equip people leaders with the tools and skills to turn the disruption from a challenge into a competitive advantage. 

Understanding the Manager Experience  

It’s important to acknowledge the human side of transformation. Large-scale change impacts more than just workflows. It can affect identities, working relationships and psychological safety. [3] 

Evolutions in the business may cause supervisors to feel: 

If these sentiments go unaddressed, miscommunication, low morale and disengagement can quickly erode trust in the process and slow progress toward the desired future state.  

Five Ways L&D Can Help Managers Lead Change

1. Address the Supervisor Experience

Organizations that have excellent change management programs – often underpinned by L&D – achieve success in 88% of cases. [4] A vital part of these initiatives includes supporting leaders through the overwhelm that often comes from transitions. To do so, training professionals can:  

2. Provide Change Management Training That’s Practical

Frameworks like The Prosci AKDR Model [7] or Kotter’s 8 Steps for Leading Change [8] provide useful, actionable pathways to success. They can be even more effective when paired with tools like Emergenetics [9] to integrate Thinking and Behavioral insights into the process. To strengthen training, L&D teams can: 

Associates: To connect Emergenetics theory to Kotter’s 8-Step Process, refer to my blog here [10]. 

3. Strengthen Team Building

With organizational shifts, often comes new team configurations and interdepartmental collaboration. In fact, 83% of companies use cross-functional teams to stay agile. [11] It’s essential for these groups to establish trust with one another to achieve collective results. L&D can partner with supervisors to: 

Associates: Support teams in transition by reviewing their combined group Profile and asking each employee to reflect on what they need to feel safe, productive and energized by the change with consideration for their most preferred Attributes. After collating the answers, collaborate with the manager to develop a strategy supportive of the entire department.

4. Offer Just-in-Time Solutions

While structured training is an important aspect of any Learning & Development program, managers also need access to resources that offer solutions and tools at the time of need, especially if they are being asked to facilitate a change that impacts day-to-day work. L&D teams can: 

5. Co-Create Development Plans That Fuel Growth

94% of employees say they would stay longer at a company that invests in their career growth. [13] To retain talent and help team members see a future for themselves during periods of upheaval, people leaders can co-develop personalized growth paths for their direct reports. L&D can provide the tools to: 

Making Change Easier 

Managers are integral to carrying out transformation initiatives, and L&D professionals play a vital role in shaping their success. By pairing structural support with empathy and applicable tools, supervisors will gain the skills they need to guide their teams with confidence—no matter what changes come next.  

Looking for more strategies to help individuals effectively lead through transitions? Download our eBook, The Manager’s Dilemma: Navigating Corporate Mandates and Team Needs. 

Management is a Journey. Find Your Path to Better Leadership Training. Download our eBook today. [14]

Or, fill out the form below to speak with one of our staff members about how Emergenetics can elevate your corporate climate!