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Change Management: 8 steps to deploy change initiatives successfully
24
sep
2019
We are constantly experiencing change. Our globalised and interconnected world gets to deal with changing consumer habits, changing technologies, changing market conditions, changing legislation and more. The world moves forward. Change makes us grow.
By re-evaluating our business strategies, by questioning our processes, by optimizing our tools we augment our corporate performance, increase our business profits, and enhance our competitive advantage.
Change management is about interactions and thus above all people. It is only sustainable if the people affected by it want to and can change. In order to successfully deploy a change initiative, we at Bridgers use following steps:
WHY are we doing it and what is the VALUE of the change?
1) Articulate the why and clarify the goals
It all starts with a correct understanding what to improve and what the added values of the change initiative is.
WHO does WHAT?
2) Identify the stakeholders and responsibilities
All team members should know what is expected from them, understand their individual and group role and they should be given the space to fill those responsibilities in. A good definition of everybody’s requirements is necessary so that the right things are implemented on time.
HOW do we change?
3) Turn resistance into engagement
Make sure that all change stakeholders, at different levels in the organisation, are involved and buy-in on the project as of the start of it until the final delivery and project closing. People should feel a sense of belonging and understand the reasons for change and therefore want to participate.
4) Communicate
We want to stress the importance of transparent and clear communication throughout the whole change management initiative. Try to make communication flow more easily by minimizing strictly top-down communication and stimulate two-way feedback.
5) Create a roadmap and identify the resources
Understanding where the change is right now, where it’s headed, and what needs to get done, is a basis for planning the change. Integrate the necessary sources (infrastructure, technology, training, etc), the scope and costs into your plan.
6) Identify the risks and mitigate them
When leading a change initiative, you acknowledge, anticipate, and manage risk– the risk of impacting dependencies, return on investment risks, risks associated with allocating budget to something new, etc.
7) Follow up and evaluate
Maintaining clear reporting on the process throughout the whole project is crucial to measure successes, failures and milestones, keep on track and adjust the plan in time.
8) Celebrate success. It’s important to always recognise milestones and achievements of the team and individuals. This motivates stakeholders and facilitates the adoption of the change.
To assure successful deployment of change all stakeholders should be involved from the start, and their buy-in assured throughout the change, clear processes communicated, structured planning put in to place, risked considered, sufficient resources available, a constant evaluation made to adjust the change plan for improvement and achievement celebrated to keep motivated.
Managing changes becomes an expertise necessary in all levels of an organisation. Are you considering or planning a change initiative? Our openhearted committed experts can’t wait to help make your desired change happen. Tell us your change story!
