3 STEPS TO EFFECTIVE CHANGE MANAGEMENT

It is a process, It is a process, It is a process

Projects with excellent change management effectiveness are six times more likely to meet or exceed project objectives. Completing the process improves not only the bottom line. It also builds trust and maintains continuity within the organization, thus reducing chaos within the organization.

Three Steps

Using these steps a template can be created any new plan or goal. Change introduces the opportunity for an intentional plan that keeps the process moving forward.

These three steps may seem simple, but one misstep in any part of the process fractures the flow of the work. How many times it has been seen a plan fall apart because there was no follow through on the goals?

Awareness

The first step in any process for change begins with an awareness of the situation.  Awareness can come in many forms: the awareness that something needs to change, awareness that there is a problem, or even awareness that something just does not feel right.

Once awareness is created for change, then look at the broader view and the available options.

Explore all the possibilities, even the ones outside of the comfort zone. If not done, then you may miss options that change the way you accomplish business for the better.

Categorize both facts, which are verifiable and expectations, which are personal/organizational beliefs of what one wishes were true. Then, the activity of awareness moves into the second part, which are words.

Words

Words allow to start putting form to fantasy. Words offer a place in the process where judgments of good or bad, or right or wrong do not exist. Talk about or write out all the possibilities that began to emerge with the first step of awareness. Confirm verifiable facts versus beliefs, which may differ from person to person within the group. With words, create a plan for what is to be done and how proceed.

The second phase offers individuals the opportunity to discuss ideas and encourages creativity or innovation.

Fantasy land narrows into feasible options for what to accomplish and how to achieve these changes. Set goals and timelines so that there is a systematic approach to the changes. Also set rules for engagement to help keep the focus on the plan, not the problems.

Actions

The third and final step offers actions. When the question is asked, “Which tells the true nature of a person or an organization, their words or actions?” almost universally, the answer is actions.

By this step, Individuals within the organization should see renewed awareness. The goals and objectives are written out with timelines. Until awareness and words become actions, effective change cannot occur, either personally or organizationally.

Remember, without awareness, plans reduce to a narrower view, possibly missing key options that could benefit you or the organization. When possible options are not discussed, then valuable information can be lost that identifies what regulations or limitations impede goals, and miss new emerging ideas. Without actions, the genuine nature of individuals and organizations diminishes due to inactivity and dissonance with the words. The change created by maintaining these three steps helps to become even more effective.