People Change a Key to Business Transformation

Through my years of consulting and being part of transformational changes at several companies managing people change has been a key to success. It is widely known that 70% of change efforts fail due to employee resistance and lack of management support. I have gathered these key tips to successful transformations and project implementations.

1. Engage the Project Sponsor. By having a highly involved and visible Project Sponsor the organization will know that this project and business change are important. This includes availability to make key decisions and familiarity with what is going on so they feel comfortable speaking to their people and other stakeholders.
2. Involve Key Business People. In order to ensure that the business owns the changes they must be involved and invested. This includes the Manager that will be responsible for the area once the project is over. Depending on the size of the project this may be full time involvement for larger projects or part time involvement for smaller projects. Carefully chosen individuals with the subject matter knowledge, respect and influence are vital to a successful project.
3. Think cross-functionally. What are the impacts to other functions within the organization? Are they involved in the project? Are they bought into the importance of the project? This can be one of the hardest things to do as other functions may not place the same importance on your project. They may be wary of the change especially if they are not a direct recipient of the benefits. Gaining their involvement up front is crucial to success.
4. Understand process change. In order to properly assess, plan for, communicate and reinforce change you must truly understand what is changing. If you do not fully understand what is changing you will not be prepared when individuals try to go back to the old ways of doing things. This can be facilitated by the use of the Stakeholder Matrix which outlines what is changing, who is affected and to what extent and ideas to proactively address the change.
5. Make Communication a Priority. Projects usually include training but only sometimes communication. A well thought out communication plan that builds up to the event allows for people to get used to the idea of the change and understand its importance. The messages and timing are critical. Ensure that the message is tailored to the group and resonates with them. Don’t under estimate the need to repeat yourself.
6. Reinforce the Change. Change management doesn't stop once the system has gone live or the people have been trained. There must be methods for reinforcing the change and ensuring that people are acting as the project team intended. This can be done through reports and performance metrics, check-ups and follow-up conversations with employees or planned brush up training.

To ensure lasting change, Performance Improvement Consulting believes in a collaborative approach with our clients. This can take the form of including clients on our project teams, engaging employees in brainstorming and solutions, developing the change plan or ensuring there is clear communication. Our expertise in Process Improvement, Project Management, Change Management and Facilitation allow us to lead your organization through the change and necessary business improvements. Are you about to embark on a project or need that extra help getting a project off the ground? Performance Improvement Consulting is ready to make you successful.

Karen Friedenberg is the Owner of Performance Improvement Consulting, a Management Consulting firm focused on enabling business improvement and transformation.