Don't let change slip away

Hey there, change champions!

Barb here with your weekly dose of change management wisdom.?

This week, a mentee wanted to focus on ensuring a smooth transition to BAU.?

It's a topic often discussed at length, particularly upfront on projects.?

But ironically, when the change is live, and this work needs follow-through, it's tumbleweeds and crickets.

Can you see the project team's dust???

But transitioning those hard-won changes into BAU mode is the last and arguably greatest post to pass.?

All that effort to drive change is only worthwhile if the new ways stick around for the long haul.

So, how do you ensure your changes don't revert to old habits faster than you can say, "But we've always done it this way?"?

Here are some tips and tools to keep those changes cemented in place:

1. The communication crusade must go on—long perhaps after the thrill has gone! You can never overcommunicate when it comes to change. Keep those lines open with regular check-ins, town halls, or even a dedicated Slack or Yammer channel. A Teams channel can also work as long as it's actively administered. Whatever digital channels you use, content must be engaging and regularly updated, and all enquiries must be promptly responded to. Constant reinforcement is critical to making changes feel like the new normal.
2. Don't underestimate data?- gather those metrics and use them to showcase the positive impact of your changes. A little data goes a long way in silencing nay-sayers and keeping everyone motivated. I have witnessed situations when a change benefit was articulated clearly in words but only got the collective 'a-hah' moment when stats made the story compelling. Stats help you form a comparative narrative.
3. The learning flywheel—ongoing learning is a must for sustaining changes. Build a learning flywheel with bite-sized refreshers, job aids, and coaching sessions. No one wants to be that person who still uses the old 'Print Screen' method in 2024, but some do need a lot of wraparound learning support to let it go!
4. The champion charge—those rockstar employees who embody the new ways. Give them a megaphone and agency so they can go out and keep rallying the troops long after the project team has disbanded.
5. The celebration station—never underestimate the power of a well-timed party. Recognise milestones, give kudos, make upbeat videos, and keep that change momentum going strong with some celebratory fist bumps (maybe cocktails, or at least some sausage rolls!).
6. The business owners circle—equip your business-as-usual owners with appropriate tools and strategies to monitor and fine-tune the ongoing change. As per?Chapter 10 of the book Change Management that Sticks,?they need early identification and plenty of insight into what they'll get in return for their commitment to lead the next phase.
7. The comfort of a well-mapped user journey?- getting leaders to realise everyone will be less than 100% 'there' at go-live is crucial. So, what does that realistic user journey look like? Map it out and have strategies in play to support the tail end. At the least, the transition states are before the change, just before, during, and after. Should there be phases within the post-activity? What would users' needs and wants be three months post-go-live, six months, a year, and what is the evolution?

That's how you keep changes cemented in for the long haul.

Finally, in the book review corner, if you read the book and got something out of it, please consider leaving a review. It's a massive help.

Click right here to do that with endless gratitude and felicitations.?

If you're feeling stuck, you know where to find me—I'm hitting 'refresh' on my email, waiting for your questions, and keeping slots warm for new mentees!

Keep changing for the better.

Here's to your change success!

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