In my previous role, I led a team through a major restructuring. I conducted thorough stakeholder analysis, communicated the vision clearly, and provided continuous support through workshops and one-on-one sessions. This approach ensured that the team understood the 'why' behind the change, which significantly reduced resistance and increased buy-in. The project was completed on time, and the team's performance metrics improved by 20% post-restructuring.

I prioritize change initiatives based on their impact on strategic goals, urgency, and stakeholder engagement. For example, if a project directly aligns with the company's long-term vision and has high stakeholder support, it would take precedence. I also consider the readiness of the organization and the potential risks associated with each initiative. Regularly updating stakeholders on the prioritization process helps maintain transparency and trust.

To manage resistance, I first identify the root causes by engaging with stakeholders through surveys and interviews. I then tailor communication strategies to address specific concerns, emphasizing the benefits and providing clear action plans. Additionally, I ensure that leaders model the desired behaviors and that employees have access to training and resources. By involving resistant individuals in the change process, I can turn them into advocates.

I measure success through a combination of qualitative and quantitative metrics. For instance, I track key performance indicators (KPIs) related to the change, such as employee engagement scores, project completion rates, and financial outcomes. I also gather qualitative feedback through surveys and focus groups to understand the human impact of the change. Regularly reviewing these metrics allows me to adjust strategies and ensure the initiative remains on track.

I have extensive experience with frameworks like Kotter's 8-Step Process for Leading Change and ADKAR. For example, when implementing a new CRM system, I used ADKAR to ensure awareness, desire, knowledge, ability, and reinforcement were addressed at each stage. This structured approach helped in identifying gaps early and provided a clear roadmap for the change, resulting in a 95% adoption rate among users.