How can you effectively involve external experts in a change process to enhance its credibility?

Make sure whatever experts you interview to bring in are considering the full scope of how to manage change within an organization. The full scope means you need to consider the viewpoint, needs, and concerns of the employees. Most organizational change methods DO NOT focus on the employees perception of change. It becomes personal and we haven’t been taught how to manage personal change yet. You want to avoid talking AT employees and begin talking WITH them. Current org change models do not include that. Use the SCARED SO WHAT personal change model first as your starting point. This helps the employee assess their feeling, make an informed decision, and the create their own action plan. Once this is done, then use an org change model

Bringing experts with proven track record and credibility could be a start. That way employees are more likely to accept the guidance and align faster to the changes.

Most organisations deliver change from the top down. This is a great way to disengage the workforce. Whereas bottom up change starts with the those at the sharp end. They are the experts. Encourage your workforce to enable the change. Enable them to highlight the snag list, to be part of the ideas and solutions. Invite them to be a part of the creative process, and empower them to deliver the solutions. Engage by involvement Empower by training Motivate by coaching

Involving external experts can be a strategic move to enhance the change process, but it's crucial to align their expertise with your organization's specific challenges and goals. Experts bring fresh perspectives and can lend authority to the initiative, boosting stakeholder confidence. Their credibility can catalyze acceptance and commitment across your team, provided there's a strong fit with your organizational culture and values.

It's crucial to choose individuals with the relevant expertise and experience aligned with the goals of the change initiative. Look for experts who have a proven track record in driving similar changes or possess specialized knowledge applicable to your specific situation. Additionally, consider factors such as reputation, credibility, and compatibility with your organization's culture and values to ensure their involvement enhances the credibility of the change process.

External experts can bring a fresh perspective and specialized knowledge to the change process. Their expertise can lead to innovative solutions, improved strategies, and enhanced collaboration among team members. Be open to learning from their experiences and recommendations, as their input can play a significant role in driving positive change within your organization.?

leveraging their inputs to enhance the credibility of the change process. You should therefore make sure that you use their inputs appropriately. You should not just rely on their inputs as a source of authority, but also as a source of learning, and improvement. You should also acknowledge and respect their inputs, and give them credit and recognition.

I recently shared a thought with a management team looking to boost their change process's credibility. Why not form an “Advisory Group” made up of ‘internal top voices’ from various teams, to engage with the external experts, helping to guide and refine the change strategy merging their joint expertise and credibility every step of the way. This ignites the power of Co-Creation by involving the top voices, stakeholders, and the external experts—in shaping change. It transforms the process into a shared journey, integrating the external expertise and the internal well of knowledge, making it more robust and trusted by everyone involved. This group can offer periodic reviews, advice, and adjustments to the strategy.

Involving external experts can be a game-changer in organizational change. From my experience, their external perspective often reveals blind spots and brings in new ideas that internal teams might miss. Ensuring these experts align with the company's values and culture is crucial to fostering a seamless integration of their insights. Their credibility can significantly boost staff buy-in, as they are seen as impartial voices with no internal politics or biases.

I don't agree with the wording of the question. I do not hire experts to strengthen my credibility: I hire experts to better respond to my client's request. Often, the work requested by the client I trust requires business expertise (for example I often work with experts in strategy, communications or marketing). At this moment, I intervene as a team, - I am a customer specialist, and emotional, relational and situational intelligence. I am the one who will make the link, over time and the long term, with the in-depth work undertaken by the client. - the expert specialist in his field. He is responsible for the deliverables. The combo is very powerful!