05 October 2012
According to research 70% of all change management programmes fail to deliver what they planned to achieve… And a staggering 90% of mergers and acquisitions fail to deliver the returns agreed.
Do you have plans in place to deal with change effectively? Do you know how to get the most out of your investment in change? Do you know how to spot early on when a change programme is going off course and how to get it back on track again? Being prepared for change will increase your success. Here are a few tips to help you:
1. Have a clear goal. Be very clear about the wider goal of change. When you get bogged down in the details, remind yourself why you are doing the change and the next step will become clear. The goal for the change will link the change to a ‘higher purpose’ that your team can buy into e.g. improving customer service. Then add specific, measurable outcomes for specific changes e.g. all customers seen within 2 minutes.
2. Have a plan for both the physical changes and for actively managing the emotional changes that accompany it. ‘Physical change’ would be a detailed timetable for designing, installing and rolling out new technology. ‘Emotional change’ would be the explanation and buy-in programme for the new technology. Note: ‘Training’ is NOT the same as getting motional ‘buy-in’.
3. ‘What’s in it for me?’ Remember that change always starts at the level of the individual. People assess the possible implications of any change through a series of ‘filters’ starting with how a change might affect themselves, their family and their friends. Only then will people start to look at the ‘bigger picture’ ie how the change might be good for the company.
4. Compassion and understanding. Remember that every individual has their own emotional response and journey through a change, the ‘Change Curve’. Create different change interventions for each stage.
5. Communication is your greatest ally when leading change. Communicate clearly, consistently and often. Communication is a very inexpensive and powerful way to support employees, suppliers and otherbusiness partners during times of change. As leaders of change, we are always thinking about the change. However, everyone else will be mainly focused on their day to day work. Help them to understand your change objectives by repeating them in every communication… advertisers do this all the time… SIMPLES!
For more information on any of these tips or how you might improve the impact if your own change programme then just call or email now.
Good luck with your change programmes!