12 Things Your People Won't Tell You They Need to Succeed
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12 Things Your People Won't Tell You They Need to Succeed

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Whether you call it process improvement, transformation, or integration … pretty much any successful enterprise performance initiative requires an artful blend of People, Process, and Technology.......

Whether you call it process improvement, transformation, or integration … pretty much any successful enterprise performance initiative requires an artful blend of People, Process, and Technology.

Here are 12 things your people really need –- but probably won’t tell you –- throughout the rollout of your performance improvement initiative in order to weather disruptive change and speed their time to productivity.

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  • Thanks, Elizabeth! These days, when everyone seems to be doing the job of three people, paying attention to the people side of implementation of any kind seems to have become more of a 'nice to have' than a 'gotta do'. But as you well know from your work in marketing, winning hearts and minds is crucial to user adoption! I see it truly as a win/win proposition. Thanks for your kind comments and support!
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  • Nice job Chris -- Love your illustrations! I really like your points about sharing a vision with your team and building in the 'little wins' too.
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  • 1. Things Your People Won’t Tell You They Need to Succeed How to Lead a Successful Performance Improvement Initiative 12
  • 2. Change Happens Whether you call it process improvement, transformation, or integration … pretty much any successful enterprise performance initiative requires an artful blend of People, Process, and Technology.
  • 3. 2 Out of 3 … When it comes to Rollout Process and implementation, Project Managers have a handle on the Project Plan. And IT is all over the Technology side of the equation.
  • 4. What About People? But on the People side, training is still first line of defense. And training alone falls short of giving your people everything they need to ensure adoption and behavior change -– or meeting the ROI you are hoping for.
  • 5. People Want to Perform The good news is that most workers really want to succeed. They just need you to create an environment where they can do their best work.
  • 6. 12 Ways to Put People First Here are 12 things your people really need –- but probably won’t tell you –- throughout the rollout of your performance improvement initiative in order to weather disruptive change and speed their time to productivity.
  • 7. 1. Spell Out the Urgency It IS urgent, right? Otherwise, why would you disrupt so many people! They need to know: * why things can’t stay the way they are * what will change * when it will happen Share your goals, and help them prioritize.
  • 8. 2. Lead with Authority People want to know Leadership is sponsoring the change initiative in order to offer continued commitment and full support. Assure them you have skin in the game.
  • 9. 3. Co-Create a Vision What will things be like after the change? Ask team members for input in co-envisioning a desirable future state that meets organizational goals. Then ....
  • 10. 4. Be Transparent All input is valuable, but be real. Let people know their efforts matter and will be worth it. But don’t be afraid to set realistic expectations. People are far more resilient than you think –- when they trust you and believe in your vision.
  • 11. 5. Over-Communicate People need to hear something at least three times before it sticks –- some claim as many as seven! Borrow from marketing and communicate the same core message in multiple ways, over time, using different channels.
  • 12. 6. Clear the Path Take a holistic view and make sure that no hidden barriers exist (or pop up during rollout) that will get in the way of making the desired change.
  • 13. 7. Celebrate Little Wins Change is more like a mambo than a sprint –- three steps forward, two steps back. Make sure to build in a number of little wins and celebrate along the way to lift people over inevitable hurdles.
  • 14. 8. Remember: Deployment is Just a Beginning While the project team celebrates deployment, remember that “users” (your people) are only just beginning to feel discomfort and disruption. Be sensitive and avoid giving conflicting messages.
  • 15. 9. Honor The Best of Your Culture Change is hard enough without throwing away enablers - things which are already working in your favor. Even if your culture is in need of strong redirection, dig deep for stories and internal best practices that provide a stable and heartening foundation.
  • 16. 10. Encourage Collaboration Tap into internal social networks and communication channels to match early adopters with those who are hit hardest by the change –- or those just naturally more change averse.
  • 17. 11. Participate Openly and Often Show up and speak up, online and in person. Demonstrate your gratitude and support (but only if you mean it.)
  • 18. 12. Invest in Your People To achieve your projected ROI on your initiative, make sure to include an adequate investment to earn a corresponding Return On People.
  • 19. Integrate Change You’ve just read 12 best people practices for managing change and building culture during an enterprise performance improvement initiative. Some of these can be met through training, and others through the use of internal tools and networks. None can be accomplished as a “one and done” but have to be woven into initiative planning and rollout.
  • 20. It’s a Marathon The marathon course from Current State to Desired State can be grueling. Remember that your people are “conditioning” while they run the race! They have a much better chance to make it to the next milestone when you provide encouragement, guideposts, and a support crew along the way.
  • 21. Get a Little Help From Your Friends The best way to ensure you meet your people objectives over time is to enlist your project team to help. If your project is big enough, consider creating an internal Initiative Advisory Board. Assign board members as champions in one or more areas of concern to make sure each of these 12 people practices are included in all planning and execution.
  • 22. Presentation & Sketches by Chris Frederick Willis CEO, www.media1.us * solutions@media1.us Media 1 @media1der Chris Willis The change management best practices in this presentation are inspired by the works of Ken Blanchard and Dr Peter F. Drucker eXperience Max Talent Velocity New Hires. Acquistions. Leadership. Sales. www.xperiocity.com