9 Tips to Build a Change-Ready Company Culture

Lessons from the Teenager Soccer Field for the Workplace

It’s funny how we draw parallels between our personal lives and work lives when we least expect it…in fact, even when we’re sitting on the sideline of a kiddo’s sports competition. This is frequently true for me in my work at Mosaic BizOps helping organizations to navigate business transformation projects related to digital transformation and/or the hiring and employee retention processes.

The most recent similarity lightning bolt struck me this past weekend during a soccer tournament. This season, my daughter’s U14 club team is facing an opportunity that is testing their adaptability. The primary coach of the two teams that play at this age division for their club–made up of mostly 7th and 8th graders–is starting to really prepare the players for the transition to high school-level soccer…and all of the change that comes with getting older and playing more competitively.

• He has employed a few different coaches to work with him and train the players each season…so the team is used to being led by different personalities when he is not available.

• At the end of every spring or fall season, he has a 1:1 assessment meeting with each player to talk about strengths and opportunities for development and coaches them toward greater mastery of the game.

• He moves some of the girls between different teams and different positions to give them the chance to innovate and prove themselves in various gameplay scenarios; he’s constantly testing and refining his offensive and defensive strategy using the stakeholders and resources he has available.

A soccer game earlier this year...with a magnificent sunset!

While he is intentional about development through this time of change for the players, there are of course still some minor speed bumps just as there are with organizational change initiatives, too. However, the key to ensuring that these bumps remain just minor obstacles lies in whether you have built a change-ready culture–for your organization or team.

In today’s often uncertain business environment, organizations must be as agile and adaptable as a well-coached soccer team. Here are nine best practices that can help you build a change-ready culture within your organization.

1. Frequent and Consistent Communication

Just as the coach keeps the team informed and motivated, frequent and consistent communication within an organization is crucial. At every milestone of a change initiative (and yes, you should plan project milestones in advance!), leaders should set clear expectations, provide updates, and communicate what’s known and what might change. This transparency helps to build trust and ensures that everyone is on the same page.

Execution: Establish regular check-ins, town halls, and updates in the channels where your stakeholders spend time (e.g., email, corporate intranet, recurring department meetings, Teams or Slack, text message) to keep the lines of communication open. Don’t wait until you have all the answers—keep stakeholders informed about progress and potential adjustments. People appreciate knowing in advance that there’s a chance that they may need to “check and adjust” along the way.

2. Micro-contextualize the Change

Every player on the soccer field has a different role, and understanding the difference between a striker and a center back is key to the team’s success. Similarly, in an organization, different stakeholders need different types of information to feel secure and motivated during a change and in their regular work. Some may need data to understand the urgency, others may need reassurance about their evolving role, and some will simply need to know how the change benefits them (“what’s in it for them?”- WIIFM).

Execution: Tailor and segment your communication to address the specific concerns of different groups within the organization. Use data and storytelling to explain the benefits of the change to each group, ensuring they understand how it impacts them personally and professionally.

3. Create Space for Innovation

In soccer, players need time to practice new plays instead of only focusing on fundamentals and repetitive drills all the time. Similarly, employees need dedicated space to focus on new and better ways to do their work without always being overwhelmed by their regular responsibilities. Multitasking doesn’t lead to better outcomes; it leads to burnout.

Execution: Allocate specific time blocks for a project dedicated to an innovation initiative each month or quarter. Consider using agile methodologies to allow teams to work in focused sprints, where they can concentrate solely on the innovation work at hand.

4. Foster a Curious Mindset

When a new coach introduces different strategic offenses and defenses, a high-performing soccer team doesn’t harshly judge the new approach—they are curious. This mindset is crucial in organizations, too. Encouraging curiosity and a willingness to explore new ideas without judgment helps employees adapt more easily to change.

Execution: Create an environment where questions are encouraged, and exploration is valued. Offer training sessions, workshops, and innovation labs where employees can experiment with new ideas and approaches without fear of failure or judgment.

5. Avoid Catastrophizing

During a tough game, it’s easy to imagine the worst—losing (and losing badly!). But, a good coach prepares the team by assessing risks realistically and planning for various outcomes. Similarly, in an organization, it’s important to avoid catastrophizing the potential impact of change and assuming the worst possible outcome will occur. Assess the risks, but also consider the likelihood of different outcomes and plan accordingly.

Execution: Conduct risk assessments that focus on realistic scenarios and mitigation strategies. Encourage a balanced perspective where risks are acknowledged, but the focus remains on the opportunities that change can reasonably bring.

6. Promote Success and Share Learnings

After every game, the soccer team reads through the coach’s email about what went well and what didn’t. They then reference this message during the following week’s practices as they clean up skills and capitalize on promising approaches. This reflection is key to continuous improvement. In your organization, promoting successful proof of concept efforts and openly sharing what was learned from failures helps to reinforce the change and align it with the overall vision.

Execution: Celebrate wins, no matter how small, and create forums where teams can vulnerably discuss what didn’t work as planned in a supportive environment. Use these discussions to refine the approach and keep everyone aligned with the overarching goals.

7. Maintain a Nimble Infrastructure

A team’s strategies need to be adaptable depending on the opponent, game-day conditions and the current health of your roster. Similarly, your organization’s infrastructure should be flexible enough to support changes without getting bogged down in complexity. Avoiding digital debt—outdated, non-integrated software systems and workflow processes that slow down change—is essential.

Execution: Regularly assess your technology stack and processes to ensure they are agile, adaptable and capable of supporting your business goals. Invest in scalable solutions that can grow with your organization’s needs, and eliminate or upgrade legacy systems that hinder progress.

8. Remove Feedback Barriers

Just as soccer players need to provide and receive feedback during a game, employees should be able to share their insights on change initiatives. However, feedback can be stifled if there are barriers—whether cultural or logistical—that prevent it.

Execution: Create well-publicized channels for feedback, such as anonymous surveys, open forums, or regular one-on-one meetings. Ensure that feedback is heard and related outcomes are communicated back to the stakeholders involved, showing that it’s valued and contributes to the change process.

9. Keep a Skills Inventory

A soccer coach knows the strengths and weaknesses of each player and uses this knowledge to create winning strategies. Similarly, in an organization, understanding the skills, strengths, and behavioral traits of your workforce allows you to allocate resources effectively during a change initiative.

Execution: Develop a comprehensive skills inventory that tracks the abilities and strengths of your employees. Use tools like RASCI (responsible, accountable, supportive, consulted and informed) matrices to clarify roles and responsibilities during change projects, ensuring that the right people are in the right positions to drive success.

Are You Change-Ready?

Just like my daughter’s soccer team, organizations that thrive on change are those that communicate effectively, remain curious, and leverage their strengths to adapt. By implementing these best practices, you can build a culture that is not only ready for change but also capable of driving it forward with confidence.

For more information about how I might work with your organization to create a change-ready culture, contact Mosaic BizOps.