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What are the best practices for sustaining change after the initial implementation?

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As an executive coach, you know how challenging it can be to help your clients implement and sustain change in their organizations. Whether it's a new strategy, a culture shift, or a digital transformation, change requires commitment, alignment, and feedback. But how can you ensure that the change sticks after the initial implementation phase? Here are some best practices for sustaining change after the initial implementation.

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1 Define success criteria

One of the first steps to sustain change is to define what success looks like and how to measure it. You and your client should agree on clear and realistic goals, indicators, and milestones for the change initiative. These should be aligned with the vision, values, and objectives of the organization and communicated to all stakeholders. By defining success criteria, you can track the progress and impact of the change and celebrate the achievements along the way.

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2 Reinforce the benefits

Another key factor to sustain change is to reinforce the benefits and value of the change for the organization and the individuals involved. You and your client should communicate regularly and transparently about the positive outcomes and results of the change, as well as the challenges and risks that may arise. You should also acknowledge and reward the efforts and contributions of the people who are driving and supporting the change. By reinforcing the benefits, you can increase the motivation and engagement of the change agents and the rest of the organization.

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Sandy Schwan

I Partner with Leaders to Lead Change and Deliver Results | ICF-Certified Executive Coach
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Continuous reinforcement and communication of the reasons for and benefits of the change are highly important to making a change stick post-implementation. Leaders can do this by: - Maintaining a consistent and clear communication strategy to reinforce the change. - Regularly updating employees and other key stakeholders (e.g., the Board) on the progress and results of the change. - Highlight success stories, acknowledge milestones, and remind the organization of the change's ongoing importance. These three practices help prevent backsliding into old habits and keep the change at the forefront of everyone's minds.

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3 Provide ongoing support

A third essential practice to sustain change is to provide ongoing support and guidance to your client and the change team. You should offer coaching, mentoring, and training opportunities to help them develop the skills, mindsets, and behaviors that are needed for the change. You should also create a safe and supportive environment where they can share their feedback, concerns, and ideas. By providing ongoing support, you can help them overcome the barriers and challenges that may hinder the change and foster a culture of learning and innovation.

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4 Adapt to changing circumstances

A fourth important practice to sustain change is to adapt to changing circumstances and new information. You and your client should monitor and evaluate the change process and the outcomes regularly and systematically. You should also solicit and listen to the feedback and input of the stakeholders and the customers. By adapting to changing circumstances, you can identify and address any gaps, issues, or opportunities that may emerge and adjust the change strategy and actions accordingly.

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5 Embed the change in the system

A final best practice to sustain change is to embed the change in the system and make it part of the normal operations and practices of the organization. You and your client should integrate the change into the policies, procedures, and processes of the organization and ensure that they are aligned with the vision, values, and objectives of the change. You should also ensure that the change is reflected in the roles, responsibilities, and incentives of the people involved. By embedding the change in the system, you can make it sustainable and scalable for the long term.

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Michael Glenn, Solopreneur/Author

Org. Dev'l. Consulting, LLC, Ed.D. | Executive Coaching | Strategic Planning | Executive OnBoarding | Client Advisory Boards | Change Management | Succession Planning | Organization Design
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The ideas offer regarding embedding the changes is noteworthy, clear, and compelling. Here are several additional ideas for consideration. 1. Conduct a post-implementation review for ideas to improve upon and for positive practices to carry-forward for future change efforts. 2. Reach closure on old ways. 3. Integrate lessons into applicable business scorecards (i.e. customers, financials, business, technology, culture and talent). 4. Reward behaviors and results. Thanks for the opportunity to comment!

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6 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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Sandy Schwan

I Partner with Leaders to Lead Change and Deliver Results | ICF-Certified Executive Coach
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Ensure that the change becomes an integral part of the organization's culture. Leaders can do this by finding ways change can become second nature, rather than an isolated project. Here's how: 1. Align the change with existing values, behaviors, and processes. 2. Encourage managers and employees to find ways to incorporate the change into their daily routines and decision-making. And, remember that Rome wasn't built in a day :) It'll take some time for the new ways of working to gel.

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Александар Мари? (Aleksandar Maric)

Dedicated to continuous improvement
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Many big changes often make brain barrier. In order to bypass it share a picture of small tasks. In other words, good way to consider is to observe a change as a regular (small) task. Observing (sustaining) change is like a marathon - many can't run it. But if you split it in several shorter distances it doesn't seems unachievable anymore.

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What are the best practices for sustaining change after the initial implementation?

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2

3

4

5

6

1 Define success criteria

2 Reinforce the benefits

3 Provide ongoing support

4 Adapt to changing circumstances

5 Embed the change in the system

6 Here’s what else to consider

Executive Coaching

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What are the best practices for sustaining change after the initial implementation?

1

2

3

4

5

6

1 Define success criteria

2 Reinforce the benefits

3 Provide ongoing support

4 Adapt to changing circumstances

5 Embed the change in the system

6 Here’s what else to consider

Executive Coaching

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