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How do you create an atmosphere that encourages learning and innovation in your team?

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Change management is the process of planning, implementing, and evaluating changes in an organization to achieve desired outcomes and minimize disruption. It is a critical skill for leaders and managers who want to foster a culture of continuous improvement and learning in their organization. In this article, we will share some best practices for designing and executing a change management process that aligns with your vision, engages your stakeholders, and supports your team.

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1 Define the scope and purpose of the change

Before you initiate any change, you need to have a clear understanding of why you are making it, what you hope to achieve, and how you will measure its success. This will help you communicate the benefits and rationale of the change to your stakeholders, as well as identify the potential risks and challenges. You should also define the scope and boundaries of the change, such as the timeline, budget, resources, and roles and responsibilities involved.

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Tatiana Díaz González

Results-oriented Business Process Expert with a proven track record in optimizing supply chain planning processes.
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In my expirience people that work in operations find it difficult accomodating time for learning because there are always burning issues that take the priority eventhought they have set up learning goals. Unless employeer account for a porcentage of the time for growth it will remain unfeasible. Workload should allow some space for thinking and absorving knowledge.

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Theodora Lau

American Banker Top 20 Most Influential Women in Fintech | Book Author - Beyond Good (2021), Metaverse Economy (2023) | Founder - Unconventional Ventures | Podcast - One Vision | Advisor | Public Speaker | Top Voice |
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Create a supportive culture in the organization that encourages employees to learn and try new things, and make it okay to fail.

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Serena H. Huang, Ph.D.

?? 2024 AI Keynote Speaker to Watch l AI Consultant | Corporate Trainer | Chief Data Officer | Author "Inclusion Equation: Leveraging Data & AI for Organizational Diversity & Wellbeing"
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Innovation needs to be core for a team. I use a 2x2 framework to prioritize projects and one axis is innovation. This allows me to focus on innovation for the team. Learning is a mindset change and the leader needs to create space and incentive for it. I would host regular learning sessions where my direct reports present something new they’ve learned to the entire team. This puts learning top of mind and I make sure we all make time for it.

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Traci Balandran, BSN, RN, NE-BC, CLEC

Board Certified Nurse Executive | Daisy Award Recipient |Transforming Clinical Excellence |HCHPS, Magnet, TJC and Regulation |Patient-Centered Care| Service Line Expansion |Disruptive Innovation|Operations|Fiscal Mgmt
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Give your teams a platform to showcase their talents, thoughts and innovative ideas. Yield your reserved time to allow their creativity to be heard by others in an environment open to change.

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Juan Bautista Morales Parodi

Operaciones Globales | Mercadeo | Programas de Lealtad y Incentivos | Gamificación | Fundador
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From experience, fostering a collaborative and inclusive environment that values curiosity, rewards experimentation, and celebrates diverse perspectives to stimulate continuous learning and innovation within the team.

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2 Assess the readiness and impact of the change

Once you have defined the scope and purpose of the change, you need to assess how ready and willing your organization is to embrace it. You can use various tools and methods to gauge the level of awareness, understanding, and commitment of your stakeholders, such as surveys, interviews, focus groups, or workshops. You should also analyze the impact of the change on different aspects of your organization, such as the processes, systems, culture, and performance. This will help you identify the gaps and opportunities for improvement, as well as the potential resistance and barriers to overcome.

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3 Develop a change management plan and strategy

Based on your assessment, you need to develop a change management plan and strategy that outlines the goals, objectives, activities, and milestones of the change process. You should also define the roles and responsibilities of the change team, the sponsors, the champions, and the affected groups. Your change management plan and strategy should also include a communication plan, a training plan, a feedback mechanism, and a contingency plan. You should align your change management plan and strategy with your organizational vision, values, and strategy, and ensure that they are consistent and coherent.

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4 Implement and monitor the change

The next step is to execute and monitor the change according to your plan and strategy. You should communicate the change clearly and frequently to your stakeholders, using various channels and formats, and address any questions or concerns they may have. You should also provide adequate training and support to your team and the affected groups, and empower them to participate and contribute to the change process. You should also track and measure the progress and outcomes of the change, using relevant indicators and metrics, and report on the results and achievements.

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Greg Ryder

VP, Operations & People @ Bam Digital | Sharing insights through Systems & Accountability Coaching | Podcast Host |
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It's natural to do what is rewarded or what will be made visible to others. Building in various forms to help others stay accountable to implementing the change can help contribute to the full adoption and compliance of it. You want to recognize and give the opportunity to learn from others who have managed the change successfully.

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5 Evaluate and sustain the change

The final step is to evaluate and sustain the change, and ensure that it is embedded and integrated into your organization. You should review and analyze the feedback and data collected during the change process, and identify the strengths, weaknesses, opportunities, and threats of the change. You should also celebrate and recognize the successes and achievements of the change, and acknowledge and reward the efforts and contributions of your team and stakeholders. You should also identify and implement the lessons learned and best practices from the change process, and incorporate them into your continuous improvement and learning culture.

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Malin Fagerlund

Strategy Lead @ Oracle North America Applications | Global EMBA
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Creating a culture of learning and innovation within your team is anchored in establishing psychological safety, where members feel comfortable taking risks and being vulnerable. Key elements of psychological safety encompass mutual dependability, the understanding that the team's work has personal meaning and creates an impact, the emphasis on interaction dynamics over team composition, effective communication that allows for equal participation, and the value of structure in terms of clear goals, roles, and norms to enhance team performance. Curious to learn more? Google "Amy Edmondson" who coined the concept or "Google's Project Aristotle" where researchers followed their quest on building the perfect team.

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How do you create an atmosphere that encourages learning and innovation in your team?

1

2

3

4

5

1 Define the scope and purpose of the change

2 Assess the readiness and impact of the change

3 Develop a change management plan and strategy

4 Implement and monitor the change

5 Evaluate and sustain the change

Change Management

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How do you create an atmosphere that encourages learning and innovation in your team?

1

2

3

4

5

1 Define the scope and purpose of the change

2 Assess the readiness and impact of the change

3 Develop a change management plan and strategy

4 Implement and monitor the change

5 Evaluate and sustain the change

Change Management

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