“We’d like to do change management in stealth mode.”

A client once said this to me. Not kidding.

Their reasoning was that they didn’t want to draw attention to the project “yet.” They were concerned about what other departments might think or say about the significant spend on this initiative, the modernization of a major system and business operation.

My reaction went something like this…

We need to be thinking about how this project will impact the stakeholders in ‘your’ department, as well as those in other functions, and outside the organization (customers).

It will be a major change and we need to start talking about what’s happening and why. We need to spend time asking what they think and how they feel. We need to observe and listen… and answer questions. We need to help people to understand. We need to lead. You need to lead. Change management is anything but stealth.

Going into “stealth mode” is the enemy of change. And that makes it the enemy of success.

As you venture into new initiatives this year, say no to stealth mode.

Engage your stakeholders from the beginning. Don’t wait too long to communicate. Don’t forget to observe and listen to what’s being said. Be open and honest. Use what you learn to prioritize your actions.

Stealth may be good for sneak attacks. For leading change? Not so much.

Have a great weekend!