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How can you ensure understanding and implementation after a change management presentation?

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Change is inevitable in any organization, but it can also be challenging and stressful for the staff. As a leader, you need to communicate the vision, benefits, and steps of the change effectively and persuasively. But how can you make sure that your presentation is not only informative, but also engaging and actionable? How can you ensure that your staff understands the change and is ready to implement it? Here are some tips to help you achieve your change management goals.

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Vivek Joshi

Director & CEO @ Excess Edge Experts Consulting | Executive MBA
Solani Gift Ngobeni

Technical Advisor at Thala Corporate Solutions
Dr Suman S.

Author | Bilingual LLM & AI Specialist

1 Know your audience

Before you design your presentation, you need to know who you are talking to and what they need to know. What are their roles, responsibilities, and expectations? How will the change affect them personally and professionally? What are their concerns, fears, or objections? How can you address them and reassure them? What are their motivations, interests, and preferences? How can you appeal to them and inspire them? By knowing your audience, you can tailor your presentation to their needs and perspectives, and increase their engagement and buy-in.

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Solani Gift Ngobeni

Technical Advisor at Thala Corporate Solutions
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Ask how they feel about this change, what is their personal interpretation and how it's going to affect them personally and professionally.

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Dr Suman S.

Author | Bilingual LLM & AI Specialist
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Circulate a Google form beforehand to find what motivates them to learn or change - interest/ self development, career progression, enhanced performance, more knowledge etc. Accordingly suit the presentation to their needs. If one wants to reach to a certain goal, it is best to ask them the reasons, and then fuse them with company goals.

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Poonam Bhagat

Principal
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1. During the presentation, ensure clarity in your message. Use simple language, visuals, and examples to convey the change purpose, benefits, and steps involved. 2. Encourage interaction during the presentation. Answer questions, address concerns, and involve the audience to ensure comprehension and engagement. 3. Clearly outline who is responsible for what tasks during the change process. Assign roles and responsibilities to ensure accountability. 4. Acknowledge and celebrate small wins or milestones achieved during the implementation process. This boosts morale and reinforces the change.

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2 Use clear and simple language

One of the biggest barriers to understanding and implementation is confusion. If your presentation is too complex, technical, or jargon-filled, your staff may not grasp the key points or remember them later. To avoid this, use clear and simple language that everyone can understand. Explain any acronyms or terms that may be unfamiliar or ambiguous. Use examples, stories, or analogies to illustrate your points and make them more relatable. Avoid unnecessary details or information that may distract or overwhelm your audience. Focus on the main messages and the actions you want them to take.

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Omid Golchin

Machine Learning Scientist specialized in Revenue Analytics | e-Commerce & SaaS | churn analysis, pricing strategy, monetization, attribution modeling, revenue forecasting, and customer segmentation
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In the intricate landscape of operational efficiency, my strategy involves employing the analogy of LEGO building blocks. I emphasize relentless communication, utilizing straightforward language, and repeating key concepts akin to the repetitive nature of building blocks. This approach aims to establish a shared understanding, emphasizing the importance of creating standardized building blocks. The ultimate goal? Lower operational costs and heightened speed, akin to the efficiency gained through a well-structured LEGO construction. This methodology has proven instrumental in conveying complex ideas with clarity.

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Dr Suman S.

Author | Bilingual LLM & AI Specialist
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Anecdotal, interactive and collective idea formation on a board alongside helps to make staff feel inclusive to the process, thereby leading to better transfer of learning.

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3 Involve and interact with your staff

Another way to ensure understanding and implementation is to involve and interact with your staff during and after your presentation. Don't just lecture or talk at them, but invite them to participate and share their opinions, questions, or feedback. Use polls, quizzes, surveys, or games to check their understanding and reinforce the learning. Encourage them to discuss the change with their peers or in small groups, and share their insights or challenges. Provide them with opportunities to practice the change or apply it to their work scenarios. By involving and interacting with your staff, you can enhance their learning, retention, and commitment.

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4 Provide support and follow-up

Finally, you need to provide support and follow-up to your staff after your presentation. Don't assume that they will remember everything or implement the change without any issues. Provide them with resources, tools, or guides that they can refer to or use in their work. Offer them coaching, mentoring, or feedback to help them overcome any difficulties or improve their performance. Recognize and reward their efforts and achievements, and celebrate their successes. Monitor and measure the progress and impact of the change, and communicate the results and feedback to your staff. By providing support and follow-up, you can ensure that the change is sustained and effective.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Vivek Joshi

Director & CEO @ Excess Edge Experts Consulting | Executive MBA
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Most important focus areas are - 1. What to change? 2. Why to change? 3. When to change? 4. Who will change? 5. What happens if we don’t change? 6. Last but not the least- The type of change! Change could be from changing a task in the work process to technology change or a personnel change to transformation change. At next level need is to consider the change implementation that could be remedial change to progressive or tacit change to strategic change. Effective change resistance may or may not work but creating a strong culture & acceptance of change will surely reward.

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How can you ensure understanding and implementation after a change management presentation?

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1 Know your audience

2 Use clear and simple language

3 Involve and interact with your staff

4 Provide support and follow-up

5 Here’s what else to consider

Staff Development

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How can you ensure understanding and implementation after a change management presentation?

1

2

3

4

5

1 Know your audience

2 Use clear and simple language

3 Involve and interact with your staff

4 Provide support and follow-up

5 Here’s what else to consider

Staff Development

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