It Takes a Village, or in the Case of Organizational Change, a Community

We all know the story, in today’s ever-evolving workplaces, the ability to manage change is crucial. But most of us will know the undercurrent that current strategies, methods and practices are often based on outdated views of managing people, and they are simply not enough. We need to create and hold spaces, give agency to create action and share the load of the work and the impact. And my favorite way to do that is by building a community. A community designed for learning, testing, feedback, discussion and support during change. A change community!

At its core, a change community unites people across an organization—often separated by geography, departments, or functions—to drive collective learning, support, and resource-sharing. This community becomes a space for those involved in managing and navigating change to gather, share insights, and build trust in a way that goes beyond their current teams, projects or activities. You do not need to be a change practitioner; you need to have a spark for a different and better way. Building a community is not just about knowledge sharing; it’s about enabling individuals to take action that could improve their change experiences, creating connections, and establishing a long-term foundation for sustainable change. A community can be linked to a singular initiative, but they thrive when they are part of your organizational DNA, that’s when you’ll see the rewards are positive and far reaching: A workforce united in purpose, empowered by shared knowledge, and equipped to face the future together.

How do I Get One?!

The process of building a change community begins with understanding its purpose. And the easiest way to do that is to ask simple questions: What specific challenges will this community address? Who stands to benefit, and how? Answering these questions helps shape the structure and objectives of the community, setting the groundwork for a purposeful initiative that serves its members’ needs.

Launching a change community doesn’t require grand gestures or a high-profile rollout. In fact, I recommend a “soft launch” approach. This means beginning with a simple structure and inviting initial members to participate gradually, allowing room for organic growth and refinement. A soft launch also provides valuable feedback early on, making it easier to adjust the community’s direction based on real experiences rather than rigid plans.

Starting small fosters inclusivity and flexibility. Rather than a one-time event, building a change community becomes an iterative process—one where members contribute to its development. This gradual approach helps create an authentic, member-driven atmosphere from the beginning, fostering a sense of ownership that leads to higher engagement and sustainability.

It’s Not about Your Change, it’s about Theirs

A successful change community thrives when its members feel invested in its mission and success. Encouraging this ownership is a fundamental principle in establishing a change community it gives the space to design and lead the community from the outset. When members contribute to the vision, structure and focus areas, they become interested and invested in the work, discussion and opportunity which can foster a culture of shared responsibility. In practice, this might involve forming sub-groups or assigning roles that allow members to take charge of different aspects of the community. By fostering this involvement, the community builds on the strengths of its members, helping it evolve in a way that is both relevant and resilient to change.

As organisations evolve, so too must their change communities. A change community is not a static entity; it should adapt as new challenges and opportunities emerge. Regular assessments can ensure that the community remains aligned with organisational goals and the needs of its members. This might mean expanding membership, introducing new topics of discussion, or rethinking the tools and resources offered. An adaptable community remains relevant and engaging over time, making it a long-term asset rather than a short-term project. By embracing continuous improvement outlook, a change community becomes a dynamic resource that can keep pace with the shifting landscape of the organisation.

The longevity of a change community hinges on its ability to demonstrate value. Tracking metrics and gathering feedback are two essential components of this process. Success can be measured in various ways, from simple attendance counts to more qualitative feedback about the community’s impact on members’ day-to-day work.

Surveys and feedback sessions offer insights into what members find valuable and what could be improved. This feedback loop allows the community to evolve based on members’ real experiences and needs, ensuring it remains relevant and responsive. Additionally, celebrating achievements—whether individual milestones or organisational wins—reinforces the positive impact of the community and builds morale.

Creating Space for the Messy Stuff

Creating a successful change community isn’t just about structure; it’s about fostering a supportive environment where members feel valued, heard, and empowered to share their experiences. Navigating change can often be an isolating experience, particularly in large organisations where responsibilities are siloed, working practices vary or when you work across multiple locations. A strong community helps bridge these gaps, creating a space for camaraderie and support. This can be enabled by a mindset of mutual respect and shared learning. When members feel comfortable expressing challenges and sharing insights, the entire community benefits. This culture of openness is essential for long-term engagement, making the change community a place where people want to invest their time and energy.

By building an interconnected network that fosters collaboration, enables support, and encourages shared growth, organizations can transform the way they approach and manage change. It goes beyond simply completing change initiatives; it’s about building a resilient foundation for continuous improvement and adaptability.

Creating a sustainable change community often requires more than just a vision; it benefits from practical tools, ideas and techniques that keep members engaged and empowered. These could include:

1. Checklists and Templates: These help members track their activities and ensure they are aligned with community goals. Checklists make it easy to manage tasks and responsibilities, while templates offer a streamlined approach to common activities like meeting agendas, project updates, and documentation.
2. Videos and Icebreakers: In virtual or hybrid settings, keeping members engaged can be challenging. Videos and icebreakers can be great interactive methods for building rapport and breaking down communication barriers. Videos allow for easily digestible updates and guidance, while icebreakers can make meetings and events more enjoyable and accessible.
3. Guides for Sub-groups: As the community grows, sub-groups may form around specific topics or functions. For instance, one group might focus on training new members, while another could handle ongoing community outreach. Providing clear guidelines for forming and managing these sub-groups ensures they add value without detracting from the community’s overall mission.

Creating a change community can give the opportunity for your organization to come together, hold space for brave conversations and support your people (friends and colleagues alike) in navigating change. All you need now is to leap and to create a community space that works for you. I’ll be cheering you on.