As the year comes to a close, it’s the perfect opportunity to reflect on the changes we’ve navigated – both professionally and personally. Leading change is a continuous process that offers lessons, challenges, and opportunities for growth. Here’s how you can use this time to reflect, learn, and plan for the year ahead
Reflecting on This Year’s Goals
Take time to revisit the goals and targets you set for yourself and your team. Did you achieve them as planned, or did unexpected circumstances lead to adjustments? Celebrate the wins – whether it’s launching a new initiative, improving a process, or even smaller victories like fostering better team collaboration.
For example, if your goal was to enhance team productivity, look at metrics like task completion rates or engagement survey results. If a target wasn’t met, use tools like a SWOT (Strengths, Weaknesses, Opportunities & Threats) analysis to assess what worked, what didn’t, and where to focus next year.
Lessons Learned
Every change initiative is an opportunity to learn. This year, perhaps you faced resistance to a new process or struggled to align team priorities. Use tools like After-Action Reviews (AARs) to evaluate key moments.
Ask:
- What did we set out to achieve?
- What actually happened?
- What went well, and why?
- What could we improve next time?
These structured reflections help pinpoint both strengths and areas for development. For example, if you learned that clear communication was lacking, you might focus on enhancing this skill with a RACI matrix (Responsible, Accountable, Consulted, Informed) to clarify roles in future projects.
Supporting Teams Through Change
Leading change is as much about people as it is about processes. Reflect on how you supported your teams this year. Did you provide the right tools, training, and communication to help them adapt? If a change didn’t land as planned, consider whether expectations were clearly set or if resistance was underestimated.
For example, using tools like Kotter’s 8-Step Change Model can guide you in leading smoother transitions. Steps such as “creating a sense of urgency” and “building a guiding coalition” ensure team buy-in from the start.
Success stories are just as important. If a change initiative went well, ask yourself how you can replicate that success. Perhaps a collaborative workshop helped align everyone, or ongoing feedback loops kept the team engaged. Carry these practices forward.
Planning for Next Year
Looking ahead, set clear goals for 2025 that balance ambition with feasibility. Start by defining your personal and professional priorities—what will have the greatest impact? For business goals, involve your team in the planning process to ensure alignment and ownership.
Tools like OKRs (Objectives and Key Results) can be particularly useful in breaking down overarching goals into actionable steps. For instance:
- Objective: Improve customer satisfaction.
- Key Results: Reduce response times by 20%, achieve a 90% positive feedback rate, and streamline the complaints resolution process.
On a personal level, consider setting development goals. For example, committing to attend leadership workshops or reading one industry-relevant book or article per month can keep your growth on track.
The End-of-Year Takeaway
The end of the year is more than a time for reflection – it’s an opportunity to celebrate, learn, and reset. By acknowledging successes, learning from challenges, and setting clear goals for the year ahead, you’re not just leading change—you’re driving meaningful progress.
Here’s to a new year filled with growth, opportunities, and success!
If you’re interested in learning more about leading change and how we support organisations tackle change of all sizes please feel free to reach out and get in touch with us at enquires@redjam.co.uk or head on over to LinkedIn where you can learn more about what we do.