What is the best way to balance speed and thoroughness when implementing changes?

Defining the scope and setting clear guardrails are crucial for avoiding rabbit holes and better change management. Additionally, it will minimize the risk of scope creep.

FollowAct! Yes, follow what is less important to the results, and Act directly in what is really going to impact the results. Driven people showing these differences and they will understand how rigid with timelines and implementation they should be.

The best way to balance speed and thoroughness when implementing change, comes down to 3 keys: a stepwise plan, dedicated time for team involvement, and post-implementation coaching. 1. Stepwise plan - changes should be conducted in self contained stages that follow a longer term plan 2. Dedicated time for team involvement - blitz the problem solving and implementation. Nothing dilutes results and delays implementation time like having to meet once a week 3. Post-implementation coaching - Management needs to manage by watching the change in action to provide feedback and adjust the process. This is the most powerful, obvious, and overlooked step.

O que mais falta e mais erramos na condu??o de implementa??es é na comunica??o, defini??o de um objetivo claro, alinhamento de escopo e cria??o de medidores que levem ao objetivo. Compor objetivos com números e parametros ajuda a conduzir recionalmente e através de dados evolu??o e acompanhamento!

Balancing speed and thoroughness is like mastering the art of potion-making in Hogwarts; too fast and you risk a messy cauldron explosion, too slow and you miss the Quidditch match. Just like Snape, we must ensure our chain of commitments are met, brewing changes with precision and efficiency, yet not rushing past crucial ingredients.

En los sistemas de gestión de la calidad, la administración basada en riesgos toma un lugar preponderante porque nos prepara para cualquier situación no deseada en el sistema. Implementar cambios en los procesos, de igual forma requiere de visualizar, con anticipación, las posibles situaciones (deseadas y no deseadas) que pueden suceder o los cambios de actitud del personal que se presentan como parte de la resistencia al cambio. Considera siempre, dentro de tu análisis de riesgos, el planteamiento de situaciones de conflicto interpersonal que se generan como parte de la adaptación del personal a dichos cambios.

Evaluer les risques avec honnêteté et transparence est déjà une étape important dans le processus de conduite du changement dans la prise de conscience. Des outils comme l'OMOC peuvent aider à cartographier les risques.

Only take calculated risks. Plan for the worst case scenario and if you are comfortable with it, move forward if you’re not, don’t. In addition, never compromise speed for accuracy you won’t win.

La gestión del cambio requiere un equilibrio entre velocidad y minuciosidad. Inicia con una planificación detallada, comunicando claramente los objetivos a todas las partes interesadas. Realiza pruebas piloto, brinda capacitación y ajusta según la retroalimentación. Establece un equipo dedicado, monitorea constantemente y adapta la estrategia en tiempo real. Fomenta canales abiertos de retroalimentación, celebra éxitos y aprende de los fracasos para una mejora continua. Este enfoque equilibrado optimiza la transición y minimiza la resistencia al cambio.

The second step involves a critical evaluation of change risks, identifying potential challenges, and assessing their probability and severity. A proactive approach includes detailed analysis, prioritization based on impact, and specific strategies for prevention or resolution. Meticulous attention to critical areas aims to avoid errors, delays, or conflicts, ensuring a smooth and successful transition.

Involving the team in planning for a change is powerful. It communicates to the team that you trust them. They will buy into the change in a bigger way. And the change will be more likely to reach success because you'll have more insights during the planning process and more buy-in when you implement. Win-win! Having the team participate will increase the thoroughness of the planning, and including more hands will often speed up the process. Not always. Be aware that greater participation can slow planning, and be prepared to intervene in team dynamics when necessary. Guide conversations back to their intent rather than letting the team dive too deeply on small details.

Keeping the team informed of "what's going on" is a key factor for buy in and ensuring change happens. Don't sacrifice good change management by trying to rush through the process. Communicate with intention and model what the team needs to be successful can actually speed up the implementation process. Be thoughtful and methodical on the front end, to improve adoption on the back end.

In my experience, you need to involve your team. The main reason is that you need to listen to those that do the daily work so that they can be part of the process and thus buy into the change.

Feedback Loops Define the mechanisms for ongoing feedback and how it will be addressed. This openness will allow the team to effect areas for efficient changes early on.

Team engagement is key in implementing change. Once the team is engaged a strong training plan should be put in place to ensure consistency and to address issues as they arise.

First comes "concept" then"belief"....then "research"....then"problems"....., then "solutions".....then“implementation…... then “revision and editing”......then results!

Définir un pilote fait parti des pistes tactiques pour réussir une transformation mais ceci n'est pas toujours possible car certain changement nécessite une mise en ?uvre rapide d? faite de la criticité de la situation.

To maintain business functionality and protect business reputation with clients during and post change - testing is crucial. Test, test and Test again to ensure it is fit for purpose before going live. It is imperative to act on feedback from honest end-users prior to launching change.

Marquer les réussites, réaliser des retours d'expériences, capitaliser sur les échecs et réussites afin de garantir l'adhésion à court terme et l'appropriation à moyen, long terme.

Para asegurar el establecimiento orgánico del cambio, prioriza la comunicación clara y continua. Involucra a los empleados desde el principio, asegurándote de que comprendan los beneficios personales y organizacionales del cambio. Facilita la formación y el desarrollo para que adquieran las habilidades necesarias. Reconoce y recompensa los esfuerzos positivos, y fomenta la colaboración a través de equipos multifuncionales. Asegúrate de que la estrategia de cambio se alinee con la cultura organizacional y demuestra flexibilidad para abordar las necesidades únicas de cada equipo. La retroalimentación constante y la adaptación continua serán clave para garantizar una adopción exitosa del cambio.

Assessing your process and outcomes leads to better understanding of what worked and did not work. This assessment can lead to other changes that will make a better result, especially if use continuous process improvement.

Adaptar-se à mudan?a é um processo contínuo, que requer uma abordagem estratégica para monitoramento e ajustes constantes. Aqui v?o algumas dicas para manter a mudan?a relevante e eficaz: - Implemente sistemas de feedback: Utilize pesquisas, entrevistas e análises de dados para compreender como a mudan?a está sendo percebida e seus efeitos práticos. - Mantenha canais de comunica??o abertos: Facilite o diálogo contínuo entre todos os níveis da organiza??o, promovendo um ambiente onde o feedback é valorizado e considerado. -Avalie o impacto regularmente: Defina métricas claras de sucesso e realize avalia??es periódicas para medir o progresso e identificar áreas para melhoria.

What I have found helpful in implementing change in a healthcare delivery setting is making sure the communication plan and training tools are in place. Don't assume that sending an email about the change means it's done! Nor that one training session is enough. As in any communication, it should be done multiple times using different delivery methods: i.e. *email, *one-on-one meetings, *team meetings, *company newsletter, *Intranet, *webinar, *written playbooks for reference. An adage to keep in mind: "The 10th time you say it is the first time they hear it."

Consider the methodology needed for the best outcome. Agile methodology is like having a built-in compass for navigating the tricky terrain of balancing speed and thoroughness during change implementation. It breaks down projects into smaller, manageable chunks (iterations), allowing teams to focus on delivering valuable increments of work quickly while continuously gathering feedback and adapting as needed. This iterative approach encourages regular reflection and adjustment, ensuring that accuracy isn't compromised for speed. By emphasizing collaboration, flexibility, and stakeholder feedback, agile empowers teams to prioritize effectively, optimize processes, and maintain a steady pace towards successful outcomes.

Excelente artigo. Quando falamos em rigor, na verdade falamos de planejamento e controle de um plano de a??o, pois n?o dá pra sair correndo sem rumo atrás de uma solu??o sem seguir alguns passos importantes e fundamentais como bem elencados do artigo! Como sempre, é com organiza??o, planejamento e controle que se vencem a maioria das batalhas seja no campo profissional e até no campo pessoal!

En s'inspirant des méthodes de penseurs comme Thomas Kuhn ou Léonard de Vinci, les entreprises peuvent adopter une approche en partant des réalités de leur terrain. La "pratique avant la théorie" pour gérer le changement. En observant d'abord la pratique dans l'entreprise, en testant de nouvelles approches et en ajustant les stratégies en conséquence, elles peuvent développer des solutions pertinentes sur le changement organisationnel et rester ainsi tout aussi compétitives. En somme le triptyque : observer- tester- ajuster ! Cela demande d'être connecté avec son entreprise et ses équipes, biberonées à l'excellence opérationnelle.

Toda mudan?a e implementa??o v?o demandar planos, controles e gest?o, n?o tenha apenas um plano A, tenho alternativas, caminhos, seja flexível, planejamentos s?o diretivos, porém s?o feitos para mudar, se souber dos riscos, estive apto e pronto para os imprevistos estara a frente e no controle da situa??o...