Where to Focus to Make Your Next Change Initiative a Success
Want your next change initiative to be the best one ever? Here’s an approach that’s guaranteed to help!
Once you have gathered all of the basic information you’ll need, think about the two groups of people most intimately involved in the change – those who will implement the change (the “change agents”) and those who will be affected by the change (the “target audience”). Consider their needs in each key area discussed below and develop an appropriate set of plans to address these needs.
Attention to Communication prepares everyone involved for what will happen and keeps everyone aware and informed throughout the transition and beyond. When people know what is going on, why the change is important, how and when changes will be made, and the role they play in making it work, their overall understanding of the situation improves along with their willingness to do what it takes to make the change work.
At least some type of training is almost always needed to develop whatever new awareness and skills individuals will need to work comfortably – and confidently.
3. Performance Management
Whenever organizations implement a significant change they also need to consider how performance standards and performance management and reward programs may also have to be modified to reflect new expectations and encourage and promote new ways of working.
4. Follow-up and Support
Follow-up is essential because it takes more than awareness and training for people to effectively use new solutions and work in new ways to achieve real performance change and improved results. To fully develop needed skills – and the ability to use them correctly and consistently – individuals must transfer them from learning situations to workplace realities. The best way to provide effective follow up to training is with ongoing coaching and reinforcement – as individuals need it, when they need it.