With Britain exiting the EU, an abundance of changes were and are still necessary. Much like that situation, should you be in the process of or considering change within your company or personal life, then this may well help get or keep you on track for a successful outcome.
There are primarily 6 stages for a successful implementation of change, these being…
- Create a ‘Change Plan’ – Before you can start any changes, it is crucial that you formulate a ‘project plan’ that not only looks at why change is necessary but to cater for the timeline, who does what, should they apply logistics, what are the major tasks involved and how it will be implemented. Assess all the possible options available and then select the one most appropriate but should this not bring about the desired results, then you have the other ideas for back-up. Finally, don’t fix this plan in stone, allow it to breathe so it’s a work in progress of which improvements can be introduced.
- Clear Direction (Establish a persuasive case and a sense of urgency) – It’s no good having changes just because you’re bored of the way things are! There HAS to be understanding as to why change is necessary and that a clear set of arguments for change is laid out. Not only this, but a planned ‘action’ timescale for it to be within.
- Clear Leadership (& ownership) – As with ‘Clear Direction’, you also need to establish clarity around who is leading the way. Not only for the leader(s) but for the teams and members of the organisation too. Should there be more than one leader, then a united front needs to be forged which gives out a clear message to all those affected that the leadership team is working in unison towards the same goal. Once this has been established, accountability is given thus introducing ownership. ‘R.A.C.I.’ is a great model for this (Responsibility, Accountability, Consult, Inform). We’re here to help with this should you so wish.
- Consistent Communications (Early and often) – Poor communication is the bane of many a working environment but it is critical that poor communication is NOT a factor when change is imminent. There’s an old adage that goes “Tell them what you’re going to tell them… Tell them… and tell them what you told them” and make sure the message is as clear as day, without it, people perceive things in their own manner which may well be different from the intended outcome. Keep re-enforcing and making sure everyone involved AND affected are kept up to date with progress. Do not simply rely on ‘email’ to get your message out, use all forms of communication from face to face through to conferences to presentations to text (if it helps!). To be kept informed insures that innocent comments or ideas don’t grow to uncontrollable monsters with their own thoughts.
- Maintain & Measure the Progress – Once the change has been started, make sure the momentum is kept up and that communications (as stated before) are flowing because if those involved or affected by change don’t see what’s happening, they can easily ‘presume’ that the change will not be happening, more so, they presume the ‘Need’ has also dissipated! As part of the original plan, develop the relevant milestones which can be celebrated loudly at every juncture. This then keeps the process clear in everyone’s mind so that all can work towards it.
- Anchor New Approaches – From what has been said earlier, people need to see the change and the leadership team’s role is to insure that this is embedded in. This can be brought about by Recognising and reinforcing the positive behaviours in those directly involved; Insure the ‘Vision’ is kept alive by communicating it; Create the ‘We’ approach rather than the ‘Them or They’; Set challenging and realistic goals; Show clear links between the objectives set and the team success; Recognise those individuals or teams that do well and celebrate as a team; Embed a ‘Team’ approach with on-going development and, as important, support. Finally, from the offset, make the ‘New’ way the ‘Normal’ way!
These are but the outline areas for a successful transition of change but are principally the actions needed to insure a positive outcome. Should you be going through the process of change and feel you could do with that little extra push, then call Neil (07761 187238) to arrange a free consultation on how Coaching to Success can help you. We’d also appreciate any feedback on these blogs as to whether you find them interesting, beneficial or otherwise (firstname.lastname@example.org). Many thanks.
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