Change is no longer a series of isolated events—it’s a constant state of being. This reality is even more pronounced for technology companies, as shifts in business models and rapid technological advancements require continuous adaptation.

In a recent episode of the TSIA TECHtonic Podcast, Thomas Lah engages in a thought-provoking conversation with Dr. Jessica Kriegel, Chief Scientist of Workplace Culture at Culture Partners. Their discussion delves deep into the complexities of change management, offering unique insights into why traditional approaches often fail and, more importantly, how to cultivate a culture that accepts and thrives on change.

This blog highlights some of the key findings from this podcast episode. For the full findings, head to the TSIA Portal to listen to the episode.

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Rethinking Change Management

One key takeaway from Dr. Kriegel's insights during this podcast conversation is that the traditional approach to change management needs to be updated and more effective.

You’ve likely seen it before: a company decides it’s time for a major shift—perhaps moving from on-premises solutions to the cloud. The leadership team outlines the steps needed from point A to point B, communicates this plan to the employees, and assumes that the work is done once the transition is complete.

However, as Dr. Kriegel points out, this episodic approach to change needs improvement. Companies often treat change as a one-time event—"We were yellow, and now we’re blue." This mentality doesn’t consider the ongoing nature of change in today’s business environment. By the time your team has adjusted to "blue," it’s already time to pivot to "pink."

What does this mean for you? Instead of thinking of change as a series of isolated shifts, you must architect your business to embrace continuous change. This requires building a culture that is prepared for change and excited about the opportunities it presents.

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Related: The Hard Truth About Mastering Change Management

The Importance of Continuous Change

So, how can you create a culture that thrives on continuous change? Dr. Kriegel emphasizes the need to build what she calls a "muscle" for change. Just as you would train your body to handle physical stress, your organization must be trained to handle the stress of constant transformation.

At the core is the idea of accountability. Dr. Kriegel discusses how important it is for leaders to cultivate a sense of ownership among their employees. When your team feels accountable for the company's success, they’re more likely to embrace change rather than resist it.

“Accountability is key to driving any kind of results, whether it's managing change or just day-to-day activities.”—Dr. Jessica Kriegel, Chief Scientist of Workplace Culture at Culture Partners

Related: How Culture Drives Results: Insights from a Culture Scientist

Overcoming Employee Resistance to Change

Change is hard, especially when it feels like it's being forced upon you. According to Dr. Kriegel, the root cause of employee resistance to change isn’t the change itself, but how it’s managed. When change is treated as a series of one-off events, employees feel constantly blindsided by new initiatives. They’re not given the tools or mindset to handle ongoing transformation, leading to frustration and burnout.

To counter this, Dr. Kriegel suggests a shift in mentality. Rather than hiding information from employees to prevent them from becoming overwhelmed, be transparent about the realities of continuous change. This transparency builds trust, and when your team knows what to expect, they can better prepare themselves and even start to embrace the challenges ahead.

“You have to be more transparent as a leader today.”—Dr. Jessica Kriegel, Chief Scientist of Workplace Culture at Culture Partners

The Role of Leadership in Driving Change

Leadership plays a critical role in whether a change initiative succeeds or fails. Dr. Kriegel highlights the importance of alignment within the executive team. It’s not enough for leaders to agree on the strategy; they must also be genuinely aligned in their beliefs about the importance of the change.

This alignment is crucial because it sets the tone for the rest of the organization. If there’s even a hint of doubt or disagreement at the top, it will trickle down to every level of the company, undermining the entire initiative.

Sometimes, leaders may not fully believe in the change, but choose to align with the overall strategy for the company's sake. Lah points out that while this can work, it’s a coin toss—there’s always a risk that those leaders will eventually undermine the change effort, consciously or subconsciously. The most successful change initiatives are those where the leadership team is fully committed and aligned from the start.

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Related: The Culture Equation: Shaping a Culture That Drives Results

Scaling Change Management Across Your Organization

Once you’ve established a culture ready for continuous change, the next step is to scale it across your organization. Dr. Kriegel shares a powerful strategy for doing just that: start small, but think big. Identify the champions within your organization—those genuinely excited about the change—and empower them to lead by example.

“The quickest way to enact change is to start really small where you identify the people who are within the organization that are uber enthusiastic about the change.”—Dr. Jessica Kriegel, Chief Scientist of Workplace Culture at Culture Partners

Early adopters are crucial because they help build momentum. When others see these champions' success, they’ll be more likely to get on board. Creating an environment where these small wins are celebrated and shared throughout the company is essential. Recognition is a powerful motivator, and by spotlighting the successes of your change champions, you can create a positive feedback loop that encourages more employees to embrace change.

But, what happens when the initial enthusiasm starts to fizzle out? This is where many change initiatives falter. Dr. Kriegel warns against relying too heavily on communication campaigns or awareness efforts. While these can be helpful, they’re not enough on their own. People change because they see tangible results—not because they’ve been bombarded with messages about why they should.

To keep the momentum going, create experiences that reinforce new behaviors you want to see. This could be anything from storytelling and recognition, to providing regular feedback and creating opportunities for employees to share their successes. The goal is to make the change feel real and relevant rather than just another corporate initiative.

Embracing Continuous Change: The Key to Thriving

Change management is one of the most challenging aspects of running a business. This is especially true in the technology industry, where the pace of change is relentless. But, by rethinking your approach and focusing on continuous change, you can create a culture that not only survives but thrives in this environment.

Remember, it’s not about making one big shift and calling it a day. It’s about building the muscle for continuous change, fostering a sense of accountability among your team, and scaling that culture across your organization. With the right mindset and approach, you can turn change from a source of frustration into a powerful driver of success.

As you reflect on your own change management strategies, ask yourself: Are you preparing your team for continuous change, or are you still treating it as a series of one-off events? The answer could make all the difference in your company’s future success.

“Change is now a constant state in technology companies. Do you have a strategy to successfully manage it?”—Thomas Lah, Executive Director and Executive Vice President, TSIA

Your Key Takeaways

• Embrace continuous change: Traditional approaches to change management, which view change as a series of isolated events, are outdated and ineffective. Instead, organizations must embrace continuous change by building a culture that is prepared for, and excited about ongoing transformation.
• Cultivate accountability and transparency: Building a "muscle" for change within your organization requires fostering a culture of accountability and transparency. When employees feel responsible for the company's success and are well-informed about continuous change, they are more likely to embrace it rather than resist it.‍
• Start small, think big: Successfully scaling change across your organization begins with identifying and empowering change champions who are enthusiastic about the transformation. Celebrating small wins and reinforcing new behaviors can create a positive feedback loop, encouraging widespread adoption of change.