How do you manage change and resistance during program implementation?

In my experience conducting a change readiness assessment is a critical part of embedding successful change. There are 8 critical aspects which that should cover. 1. Clarity of purpose, scope & impact 2. Commitment and support of top management 3. Workforce willingness and capacity to adapt to change 4. Assessment of resources e.g. budget, personnel and technology exists 5. Review of past change initiatives to identify to critical success / failure insights 6. Review communication requirements and mechanisms 7. Training needs analysis to support future capability building and; 8. Understand whether the right feedback mechanisms exists Assessing an organisation's change readiness is a critical part of a successful transformation journey

I agree: assessing readiness for change is imperative -- true with all forms of change, not just program implementation, and certainly not solely relegated to the professional world. Get a pulse check on your team and their constituents, and to be poised as a guide to progress someone to the next stage of change in the transtheoretical model (also known as stages of change theory). This should be done on an individual (including with yourself!) and a group basis. I recently had an experience in which leaders kept teetering on the crux of change, and therefore wavering in the execution of this change (which happened to be a large federally funded grant program). The uncertainty created widespread distrust, anxiety, and turnover.

?? Change management is critical to program success! I'd emphasize assessing organizational readiness first, as John Kotter highlights in his change management principles. Communicate the vision and benefits to get everyone on board. It's crucial to involve stakeholders, empowering them to own the change. This fosters a sense of commitment and reduces resistance. I'd like you to monitor progress and be ready to adapt regularly. As Kotter suggests, effective change requires leadership, clear communication, and adaptability. This approach ensures smooth transitions and successful program outcomes. ????

I am fortunate to experience leading change via M&A early in my career. First at Wells Fargo when it initiated the largest bank merger in history (at that time) which led me to Cisco Systems during the dotcom era. What we learned was that open and honest communication to both acquiree and acquirer were crucial to the success of the integration (a large proportion of all M&A fails due to poorly executed integrations). So here are 3 quick learnings: 1) explain the benefits - how does the the integration create value, gain market share achieve efficiencies, 2) don't sugarcoat - be sure to explain both the risks and rewards, 3) collaboration - use the integration as a reason to create a cross-functional team with a share vision of success.

Communication is the linchpin to success with most projects. Strategic communication that is transparent, timely, and relatable to each audience is critical for managing change and resistance during program implementation. A good tactic I've used is to tie the expected outcome of the program to the corporate mission, vision, and values. If it does not easily fit in, then perhaps it is not a worthwhile program. Also, remember that communication is a two-way street. Developing feedback loops is necessary to understand the exact nature of resistance. To bring the communication full circle, share the feedback and the responses to keep things transparent and foster trust.

In my experience, effective communication is crucial in managing change, particularly in how it resonates emotionally with stakeholders. The first step in developing a communication strategy is to thoroughly understand the audience. This involves identifying their roles, pain points, and reasons for embracing change. For instance, during my time on the shop floor, I prioritized understanding the perspectives of operators, managers, customers, and related departments. After gaining this insight, I tailored the tools, channels, messaging, emotional appeal, and tone to suit each stakeholder group. To enhance effectiveness, I implemented a feedback mechanism, such as surveys, to gather and respond to stakeholder feedback.

Be prepared, visit the Stakeholders. Be very clear on the 'Why' of your Program backed by empirical not anecdotal evidence and engage in active listening to their concerns. Then act on them.

I’m my experience, there are three categories of people when it comes to implementing change. You have the ones who are all in, for those people you simply have to tell them how the change will be made. Next, you have those who are on the fence, they’re not quite sure about the change. For those, I like to make sure they understand the why behind the change. Once they understand the why and the how, they usually will move into the yes category. Finally, we have the no people. I don’t typically waste a lot of time on people who are determined to focus on resisting change. I share the why and ways that they can contribute, but leave it at that. There comes a point when the train must leave the station, regardless if they’re on board or not.

Engaging directly with the most change resistant stakeholders and intentionally seeking out their perspectives gives the opportunity build rapport with them, understand their concerns, address or even mitigate their concerns, and potentially make them a champion for change. If you can make them an advocate for the change, others will see the change differently.

Establish a system for continuous monitoring of the implementation progress. Regularly assess the effectiveness of the changes and adjust strategies accordingly. This can be achieved through various methods such as change readiness assessments, institutional readiness assessments, or simply temperature-check surveys.

Managing change and resistance during program implementation involves effective communication, stakeholder engagement, and adapting strategies. In renewable energy projects like offshore wind or battery storage, addressing concerns through transparent dialogue, offering training for new technologies, and demonstrating benefits can mitigate resistance. Additionally, incorporating feedback loops and flexible planning help navigate unforeseen challenges, ensuring smoother transitions and project success.