This is part of the series “Lessons from Change Management Strategies and Long Distance Running.”

Flex·i·bil·i·ty (noun  /ˌfleksəˈbilətē/)
1. The quality of bending easily without breaking
– athletes gained improved flexibility in their ankles
2. The ability to be easily modified
– I enjoyed the flexibility of the new system
3. Willingness to change or compromise
– the organization has shown flexibility in applying the new process

Soon after I started my training, pain developed and I learned that I needed to develop a lot more flexibility, that I was stretching too little, AND that I was doing it the wrong way. Without new ways to gain needed flexibility, the pain would continue and I could get hurt for good!

Likewise, implementing organizational change requires flexibility, or tolerance for strenuous work. The more flexibility, the greater the ability to do change work. I have worked with organizations that are always in flux but that, like me, have been doing it wrong. Always changing isn’t always good. People may be used to change…that doesn’t mean people are engaged in change.

Here are some five no-cost ways to build flexibility for change into an organization…

1. Rotate talent – learning to deal with new roles and responsibilities makes people much more adept to dealing with organizational change.
2. Use cross-functional teams – this allows people to grow internal networks and relationships, to build dialogue across the organization, all of which are necessary enablers for organizational change.
3. Practice good performance management – when managers take the time to help their people perform better, people come to expect constant improvement and the employee engagement required for successful change is more likely to be there when it is needed
4. Challenge the status quo – leaders can successfully break mindsets and create change tolerance as they challenge common assumptions and beliefs. Sometimes ‘why?’ is the best question.
5. Phase in the change – this allows organizational tolerance to build. Each phase should have specific objectives, targets, and time frames so people can sense continuity and purpose.

There are other strategies for developing organizational flexibility to be sure. And flexibility doesn’t have to be costly or complicated. In my case, simple new strategies gave me the flexibility required to finish a race I would have been unable to finish before. What would added flexibility for change allow your organization to do?