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7 guidelines to successfully managing change within your company


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7 guidelines to successfully managing change within your company

  1. 1. 7 within your company Guidelines to successfully managing change
  2. 2. The purpose and need for the change must be clear and compelling. Everyone on your team needs to understand why the change is important, how the team will benefit and why doing nothing is not an option. There must be a clear connection between the goals of the change effort and your team’s goals, projects, and daily activities. People need to see how the change will impact them.
  3. 3. Show the whole picture the vision of the end-result and the roadmap to get there. People need to know what this will look like when it’s completed, and they need to know where they are on the journey. Create a “change roadmap” that shows the whole picture so people can see what phase they’re in, where they fit, and the steps and activities in the change process. The plans must include a commitment to build and follow through on an implementation plan. Be prepared to modify the roadmap as you proceed. Planning and action should be iterative.
  4. 4. stakeholders deeply and early on. Involve your team and all key If you want to make smart decisions, don’t craft the vision and roadmap in a vacuum. Ask, “Is this the right thing to do?” and “What’s the best way to do it?” Draw on the collective wisdom of your team. Through involvement, people develop deeper understanding and commitment, and you make smarter decisions. Critical decisions that mustbesupportedthroughouttheorganization need input from all stakeholders groups.
  5. 5. demonstrate their commitment to the change. Make sure you and all senior leaders visibly The key decision makers must be visible and active sponsors, stay informed and involved, provide the needed resources (dollars, time, people, etc.), and remove roadblocks.
  6. 6. consistent with your company culture and values. The approach to the change effort needs to be You may implement a very good solution, but if people don’t feel good about how it is implemented, they will not fully support it. The change process itself must be driven by the values you want to instill. For example, if becoming a learning organization is one of the desired outcomes, then the change process must promote and support learning. If participation is a value, the change process must be participative.
  7. 7. Integrate the change work with employee’s day-to-day routine work Build the goals of the change effort into your team’s goals so it is seen as part of their job. When the tasks of the change effort are seen extra work, they are not prioirtised.
  8. 8. Over communicate all the way through. Clear and frequent messaging and communication are essential to keep the change effort front of everyone’s mind. Early on it is important to broadly communicate the logic for the change and the vision of success. In later phases, keep people up to date on progress and successes. Refer to the vision frequently throughout the  planning, implementation, and after.
  9. 9. Thank You