You've achieved quick wins in your organization. How will you turn them into lasting change?
You've achieved quick wins in your organization. To turn them into lasting change, focus on embedding these successes into the company's culture and systems. Here are three strategies to ensure your quick wins evolve into sustainable improvements:
How have you turned quick wins into lasting change in your organization? Share your strategies.
You've achieved quick wins in your organization. How will you turn them into lasting change?
You've achieved quick wins in your organization. To turn them into lasting change, focus on embedding these successes into the company's culture and systems. Here are three strategies to ensure your quick wins evolve into sustainable improvements:
How have you turned quick wins into lasting change in your organization? Share your strategies.
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Ah, the classic “quick wins to lasting change” move! First, create an elaborate Victory Roadmap that no one entirely understands but everyone pretends to. Next, rebrand the wins as part of a “Strategic Legacy Initiative” so they sound epic and timeless. Finally, schedule monthly “Quick Win Reflection Sessions,” where everyone gathers to nod thoughtfully at graphs. Congratulations — those wins are now organisational lore!
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Haroon Khan
My book "Leaders Are Not Prophets" is available on Amazon.com & worldwide, link is below
The purpose of achieving quick wins during change management journey is to build the confidence that it is doable and bring value creation. Any new learning brings behavioral change and such changes need to be converted into habits and practices. Update your processes and procedures. Encourage people to keep using them. Stop the possibility of old practices to come back and positive reinforcement by leadership is greatly needed.
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The first thing is to celebrate the quick wins and highlight the contributions of the team members who played an active role in achieving them. Once the quick wins start accumulating, integrate them via a convergence strategy into a big picture. This would enable the team to realize their roles in achieving the broader company objectives. It is also critical to document the lessons learned from each win, which would lead to a long-term effectiveness. Lastly, assign the role of a functional area champion to each team member as per their contribution, to ensure sustaining the changes beyond the initial wins.
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Oh boy, turning quick wins into lasting change? That sounds like a job for imagination! First, I’ll make a Victory Roadmap out of jellyfish nets and Krabby Patties so it looks super official. Then, I’ll rename everything the Krabby Patty Strategic Legacy Initiative, ‘cause who can resist a title that fancy? Finally, we’ll hold “Quick Win Reflection Sessions” in the Krusty Krab every month! Squidward can nod at the graphs, I’ll make bubble charts, and Mr. Krabs can handle the super important task of counting money. BAM! Lasting change, SpongeBob style!
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Continue to simplify new processes, providing clear instructions and continuous support. Demonstrate the positive impact of the change with clear metrics, everyone loves a good report or dashboard that tells your story. Create change champions, especially within teams impacted by the changes, giving them a voice in refining the process and sharing successes. Incorporate the new way of doing things into performance evaluations, training, and internal communications. Revisit areas identified for improvement but excluded due to scope; these may provide additional opportunities for optimization and wins. This will help those quick wins lay the groundwork for long term change and continuous improvement.
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