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PT Strategic Development for Managers |
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Improving Performance |
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There are two fundamental truths about change:
 | There is no progress without change, and |
| Change is disruptive and creates uncertainty. |
How to approach significant change? We need to acknowledge the downside of change, while communicating the benefits. This requires communicating the need for change, acknowledging the downside while presenting the upside, and developing an effective strategy for implementation. It can also include changing objectives to accommodate what is realistic.
The first step in any change management project is assessing the impact of the change. Simple changes to procedure can be implemented quickly, but cultural change takes at least 18 months -- and up to 5 years.
The second step is to define the characteristics of successful implementation: how will we know if we have accomplished the change we targeted?
The next step is developing a detailed implementation plan. Time must be allowed for significant change. The implementation plan should include consideration of:
| All the steps to be accomplished; |
| A detailed schedule; |
| A detailed communication plan; |
| Baseline data on the current situation; and |
| An evaluation plan. |
The communication plan, and its execution, are critical. Employees need to understand what is going on and how it affects them. Senior executives also need to 'walk the talk' and model the changes desired.
Undertaking a big change effort, while still trying to keep the organization running, is often impossible without adding resources. Many firms use consulting firms like ours to help with the planning and execution of significant change initiatives. If you are interested in learning how we can help, send us an email