#016: How to eat the elephant ??

Change programmes can often overwhelm people, not because they aren’t excited by the vision but because the challenge ahead seems so BIG.?

When the energy and excitement of starting something new has faded, and the end is yet in sight (I call this phase the Bit-In-The-Middle, or BITM for short), we run the risk of change programmes faltering and fizzling out. Exhausted by the seemingly never-ending change, people give up.??

Newsflash… it doesn’t have to be this way!?

Change is more likely to succeed when approached with agility in development and implementation, especially when guided by a well-articulated business strategy that provides a clear direction of travel.?

The theme of this month’s newsletter, “How to eat the elephant”, serves as a powerful metaphor, reminding us that even the most enormous of tasks can be tackled by breaking them down into smaller, manageable steps and by embracing an agile approach to implementation.

This edition maintains my normal format with three short tips and two things I’ve liked, along with a new feature – one call to action!?

3 short tips?

1. Break your change programme down into manageable steps?

Big change happens by taking lots of small steps.??

If the sense of overwhelm in your team is high, focus on agreeing what the first few small steps are. Once you have completed those steps plan the next set of steps. After several cycles of completing the small steps, you will start building momentum.?

Another option – especially for the big picture thinkers amongst you – is to look at the programme as a whole and break it down into smaller, manageable steps that way. For example, if you think the programme will take a year to achieve break the plan down into quarters.??

2. Think with a project mindset?

Change is not easy and things that were seemingly simple quickly become complicated when you get into them. To navigate change effectively, bring structure to your change programme by thinking about change as a project.?

Get clear on the scope of what you want to achieve. Determine who needs to be involved and what their role on the project is. Identify the anticipated benefits and establish a timeline for when they should be realised. Document these essential details in a Project Initiation Document (PID) - you can download a free template here. Once the PID is in place, establish a rhythm of check-ins to regularly review progress and unblock issues. Maintain these meetings until the project has been delivered.?

3. Celebrate points on the journey?

Success breeds success. Don’t wait until the end of the change programme to celebrate. Take every opportunity along the journey to celebrate the small wins.??

It’s easy to forget to do this so one approach would be to hold regular ‘taking stock’ meetings and ask the team to list all the achievements over the last few months. You’ll be amazed at how much has been achieved when you do.?

2 things I have liked:?

1. Progress is easier when it’s broken down into manageable chunks?

This infographic sums it up beautifully.?

?2. Microchange management?

In this HBR article about the change programme at Infosys the authors introduce the concept of microchange management.??

In their research, they found that “a persistent set of small, orchestrated changes is the best approach to drive large and lasting change at an organisation. These small changes, when made continuously over a period of time, have a compounding effect that drives larger change and transformation.”?

1 Call-To-Action?

Have you downloaded my PID template, mentioned above? Here’s another link. Share your own change success stories or experiences with implementing agile change in the comments below.?

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