5 tips for your Change initiatives

As we dive in H2 and will approach the end of 2019, many of you are involved in or deep in some planning
for business “transformation” for the remain part of the year. However, the loftier the goals, the more care
needs to be given to the process in achieving them.
Here are 5 tips for reaching your change management initiatives:

1. Have a clear vision of your change’s intended result. It is important for leadership to be in alignment
on the end goal of your change initiative. For example, chefs and management at a restaurant don’t
just buy a bunch of groceries and start making whatever they can with the ingredients they had
purchased. They know exactly how much of what products to buy to complete the items on their
menu. They also have an intended dining experience and tell their staff what the evening specials are
and which items pair well together. Lighting and sound levels are also appropriately planned so that
the experience will be complete. Likewise, an organization may have purchased new tools and
applications, but without a clearly defined vision of what you intend to give your customer in the
banquet, it’s likely that many will not be dissatisfied with you are trying to achieve. Outcomes are
planned and intentional – not random.
2. Expect the unexpected. Remember that a major organizational change is not an overnight process.
There will be hiccups along the way, software glitches, and perhaps even resistance from your user
base. It is important to build in time for training, testing, and communications; but make sure that
you plan carefully, be extra patient but be quick and flexible to respond to any unforeseen changes.
Sustainable change is more important than fast change.
3. Prioritize communications. When change occurs, it is important for everyone within the organization
to be aware of what changes are taking place and how staff may be affected. It is also important to
update the workforce on the status and timeline of the change initiative as well as any delays that
may occur. Effective and frequent communications can also mitigate resistance and help build trust.
4. Change does not end at go-live. You may have rolled out your solution, but until the entire
organization is fully adjusted to the new processes and tools, the change will not be sustainable.
Implement communities of practice, super-user and change agent networks, performance support
and training solutions that can ensure successful and sustainable change.
5. Recognize successes. Both team and individual successes can and should be recognized to help build
momentum and raise morale. Change isn’t easy, so when milestones and major phases are achieved,
recognition and rewards are good practices to follow and regularly maintained.