Followup:
So you prepared for the change and followed the five implementation steps. The impacted users have agreed to give it a try. That is great work, but the work is not over.
Stay close to the impacted users to get feedback. There are almost always unforeseen issues. Deal with them quickly. Don't let issues fester and turn people off on the change. You may have to compromise.
The key is to stay focused on the desired result. What was the initial expectation and are you moving closer to achieving it? Make adjustments as needed.
Remember, the change wasn't made for the sake of change. The change was made to make things better and you had a specific end result in mind. Be flexible on the how, but be persistent about reaching the goal.
Usually, if you can keep a change going for 4-6 weeks, it will start to become part of the norm. During that time, vigilance, feedback and tweeking are key to success.
So, take this process out for a test drive. Start with something small if you are uncertain. Prepare...use the five implementation steps...followup...and enjoy your well earned success with managing change.
Showing posts with label Managing Change. Show all posts
Showing posts with label Managing Change. Show all posts
Friday, December 26, 2008
Saturday, December 20, 2008
Business Builder Bob - Managing Change #6
Preparing for Change:
You may need to make a change in your business, personal life, community organization, local government, church, etc. This change process is universal, but before you take the five implementation steps, it is important to think through the change and plan how to make the change. Here are some things to consider:
What exactly is the change? What issue or problem are you trying to improve on? Think about the simplest way to explain it and why it is needed.
Who will be impacted by the change? What are the likely objections and how will you deal with them?
When is the optimal times to make the change? Often, the answer to this question is the sooner the better, but is there a particular time to implement the change that will help make things go smoother.
How will you determine success? Be realistic in your expectations and allow some time for adjustment and relearning. Also, is there a metric that will be specifically impacted by the change - measuring success is more credible if the metic is ojbective. Stay away from subjective measures of success if possible.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
610-624-3395
Startup and Turnaround Specialist
You may need to make a change in your business, personal life, community organization, local government, church, etc. This change process is universal, but before you take the five implementation steps, it is important to think through the change and plan how to make the change. Here are some things to consider:
What exactly is the change? What issue or problem are you trying to improve on? Think about the simplest way to explain it and why it is needed.
Who will be impacted by the change? What are the likely objections and how will you deal with them?
When is the optimal times to make the change? Often, the answer to this question is the sooner the better, but is there a particular time to implement the change that will help make things go smoother.
How will you determine success? Be realistic in your expectations and allow some time for adjustment and relearning. Also, is there a metric that will be specifically impacted by the change - measuring success is more credible if the metic is ojbective. Stay away from subjective measures of success if possible.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
610-624-3395
Startup and Turnaround Specialist
Friday, December 19, 2008
Business Builder Bob - Managing Change #5
The first step was to describe the change and why it is needed.
The second step was to get feedback --- LISTEN.
The third step was to answer questions, acknowledge concerns, and check for understanding.
The fourth step is to ask for suggestions on how to implement the change.
The final step is to ask people to give the change a try!!!
This is critical. The objective is for the impacted individuals to make a verbal committment to give the change their best shot. This is presented to them as "let's try this and see how it works" or "I need your help. Are you willing the give this a try". People are generally much more willing to support when asked to help vs. told to just do it.
The more you can get people to publicly acknowledge they will try to make the change work, the better your chances of success. Acknowledging by going around the table or by show of hands are both good ways to get a show of support.
So, that is the guts of the process - 5 steps. I have had the most success using these five steps at one sitting. Either one to one or in group meetings. I have also had more success with several smaller group meetings of 50 or less than with meetings with hundreds or people. It is more intimidating for people to publicly show support in a large group environment. And, these steps work great in a one to one discussion.
There are two more blogs on Managing Change that I will share - preparation for change and followup after the change.
The second step was to get feedback --- LISTEN.
The third step was to answer questions, acknowledge concerns, and check for understanding.
The fourth step is to ask for suggestions on how to implement the change.
The final step is to ask people to give the change a try!!!
This is critical. The objective is for the impacted individuals to make a verbal committment to give the change their best shot. This is presented to them as "let's try this and see how it works" or "I need your help. Are you willing the give this a try". People are generally much more willing to support when asked to help vs. told to just do it.
The more you can get people to publicly acknowledge they will try to make the change work, the better your chances of success. Acknowledging by going around the table or by show of hands are both good ways to get a show of support.
So, that is the guts of the process - 5 steps. I have had the most success using these five steps at one sitting. Either one to one or in group meetings. I have also had more success with several smaller group meetings of 50 or less than with meetings with hundreds or people. It is more intimidating for people to publicly show support in a large group environment. And, these steps work great in a one to one discussion.
There are two more blogs on Managing Change that I will share - preparation for change and followup after the change.
Thursday, December 18, 2008
Business Builder Bob - Mananging Change #4
The first step was to describe the change and why it is needed.
The second step was to get feedback --- LISTEN.
The third step was to answer questions, acknowledge concerns, and check for understanding.
The fourth step is to ask for suggestions on how to implement the change.
Again, this step should be a two way dialogue. You are looking for ideas on how to implement the change that will help minimize disruption. What will make the change go well? ...listen, take notes, probe for understanding.
It is not necessary to make a series of snap decisions, but it is important to understand these aspects of the change that you may not have considered. Also, look for hidden meaning or concern in some of the suggestions.
As in step three, a more candid and open discussion will help make the change easier to manage.
OK, here comes the big finish. Can you guess what the next step is?
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
The second step was to get feedback --- LISTEN.
The third step was to answer questions, acknowledge concerns, and check for understanding.
The fourth step is to ask for suggestions on how to implement the change.
Again, this step should be a two way dialogue. You are looking for ideas on how to implement the change that will help minimize disruption. What will make the change go well? ...listen, take notes, probe for understanding.
It is not necessary to make a series of snap decisions, but it is important to understand these aspects of the change that you may not have considered. Also, look for hidden meaning or concern in some of the suggestions.
As in step three, a more candid and open discussion will help make the change easier to manage.
OK, here comes the big finish. Can you guess what the next step is?
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
Wednesday, December 17, 2008
Business Builder Bob - Managing Change #3
1. The first step was to describe the change and why it is needed.
2. The second step was to get feedback --- LISTEN.
3. Answer questions, acknowledge concerns, check for understanding.
This step is intended to make sure impacted individuals have understood clearly what is being changed. Where step one was mostly you talking and step two was mostly you listening, step three should be a two way dialog.
Ask questions to check for understanding. Make sure the situation and the change is clearly understood - no exaggeration, no minimizing - just the facts Jack. This is critical to getting people focused on the real issue and not focused on speculation and the rumor mill.
It is also important to publicly acknowledge concerns. People need to know you are listening. A good practice is to repeat the concerns back to them and make sure you have voiced it correctly. You can offer to engage some individuals or teams in putting together options/recommendations for dealing with concerns you have not addressed - this is a judgement call.
There is almost always resistance to change even when it is obviously needed. Expect it. Keep the dialogue candid, open and thoughtful to minimize bad reactions and tempers.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
2. The second step was to get feedback --- LISTEN.
3. Answer questions, acknowledge concerns, check for understanding.
This step is intended to make sure impacted individuals have understood clearly what is being changed. Where step one was mostly you talking and step two was mostly you listening, step three should be a two way dialog.
Ask questions to check for understanding. Make sure the situation and the change is clearly understood - no exaggeration, no minimizing - just the facts Jack. This is critical to getting people focused on the real issue and not focused on speculation and the rumor mill.
It is also important to publicly acknowledge concerns. People need to know you are listening. A good practice is to repeat the concerns back to them and make sure you have voiced it correctly. You can offer to engage some individuals or teams in putting together options/recommendations for dealing with concerns you have not addressed - this is a judgement call.
There is almost always resistance to change even when it is obviously needed. Expect it. Keep the dialogue candid, open and thoughtful to minimize bad reactions and tempers.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
Tuesday, December 16, 2008
Business Builder Bob - Managing Change #2
1. The first step was to describe why the change is needed.
2. The second step is to get feedback.
Ask the impacted people what they think about the change. What's good about it? What will be difficult? How does it impact them directly?
This is invaluable information. They will undoubtedly think of things that you may not have which will have to be addressed. This is also your opportunity to find out where opposition may come from and why.
Your job here is to LISTEN...take notes. Make every effort to actively engage in understanding the feedback. Ask open ended questions. People who are impacted are going to need to know that their concerns will be heard. Take time to clarify your understanding.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
2. The second step is to get feedback.
Ask the impacted people what they think about the change. What's good about it? What will be difficult? How does it impact them directly?
This is invaluable information. They will undoubtedly think of things that you may not have which will have to be addressed. This is also your opportunity to find out where opposition may come from and why.
Your job here is to LISTEN...take notes. Make every effort to actively engage in understanding the feedback. Ask open ended questions. People who are impacted are going to need to know that their concerns will be heard. Take time to clarify your understanding.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
Thursday, December 11, 2008
Business Builder Bob - Managing Change #1
Times are hard and we are all making adjustments. How we present and implement change has almost everything to do with how successful the change will be. One of our goals is to engage people in the change. So, how do we get started?
Begin by explaining to the people who are impacted why the change is needed.
What are some of the specific things that need to change? What may be required to make the change? Set up a formal or informal gathering and provide this information.
It is nearly impossible to make a change if people don't believe it is needed. The need for change has to be the first building block.
If you think about it, President Elect Obama and John McCain both ran on a platform of change. Both men spent a good deal of time describing the need the for change and some of the specifics about what they want to change.
Change Management is something we deal with in our family life, community life, business life, religious life, and personal life. In every case where a change has to be made, there must be a clear, simple explanation of exactly why it is needed.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
Begin by explaining to the people who are impacted why the change is needed.
What are some of the specific things that need to change? What may be required to make the change? Set up a formal or informal gathering and provide this information.
It is nearly impossible to make a change if people don't believe it is needed. The need for change has to be the first building block.
If you think about it, President Elect Obama and John McCain both ran on a platform of change. Both men spent a good deal of time describing the need the for change and some of the specifics about what they want to change.
Change Management is something we deal with in our family life, community life, business life, religious life, and personal life. In every case where a change has to be made, there must be a clear, simple explanation of exactly why it is needed.
Business Builder Bob
Bob Tetu
businessbuilderbob@gmail.com
Startup and Turnaround Specialist
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