5 Strategies for Building Consensus for Organizational Change

Why Building Consensus for Organizational Change Matters?

Success in driving organizational change is heavily dependent on a manager's ability to engage others to work with him or her in this effort. To reach a consensus with others in the organization, a manager will need to foster trust and build strong alliances across the organization. Without this support, a manager's change effort may fail to take hold, leading to disruption, dissatisfaction, and missed opportunities.

Why You Should Care About Building Consensus for Organizational Change in the Workplace?

Failing to build consensus for organizational change to gain the support of others can ruin a change effort and seriously undermine your career. The fallout can include you damaging your reputation, reducing your influence, and limiting your future opportunities for growth. When you lead a change effort, it’s essential for you to build consensus across the organization to ensure that your change effort is successful and to ensure that your leadership potential is recognized.

Why You Should Get This Guide?

By building consensus for organizational change, you can gain the support of others in your organization. When you do this, you increase the chances that your organizational change efforts will be successful and you can also minimize resistance and improve collaboration. Building consensus to gain the support of others in your organization not only helps you to implement the change more effectively but it also better positions you for long-term success and career growth.

This guide is a quick-read that will provide you with five strategies with actionable tips that you can use to build consensus for organizational change.