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Change Management Experts Share their 3 tips on implementing fast, dramatic and powerful change

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Dealing with change
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Change Management Experts Share their 3 tips on implementing fast, dramatic and powerful change

  1. 1. 13 Change Management Experts share Tips on how to Implement Fast, Dramatic & Powerful Change
  2. 2. Overview I’m very excited to bring you this expert round up post on Change Management Tips. I asked 13 change management experts for their top three tips anyone wanting to implement fast, dramatic and powerful change. Here are my broad takeaways: 1. Communication/collaboration, engaging stakeholders in the very creation of the vision and change processes. 2. You need to focus on people, changing their behaviour not your own methods and processes. 3. Change requires focus and discipline. It is way too easy to succumb to the drift and slide into mediocrity.
  3. 3. John P. Kotter ● Dramatic and powerful is not going to happen unless you develop a true sense of urgency about the opportunity offered by the changes, and urgency that is intellectual and emotional, and among lots of people. Ultimately, you are going to need a lot of people to help, not just resist.
  4. 4. Jason Little Continue... ● There will always be a new trendy change model that comes and goes, but at the end of the day deep, meaningful conversations is the only way to create fast, dramatic and powerful change in today’s organizations.
  5. 5. Kate Nasser ● Communicate early and clearly. If you want change to be dramatic and fast, don’t surprise your employees. Fast doesn’t mean being thrown off a cliff. Give them details so they can see it isn’t just a lot of talk.
  6. 6. Tripp Braden ● Empower others to act and use their unique gifts, strengths, and life experience to achieve lasting organisational change. Always strive to make each change initiative better than the last in planning, execution, and results.
  7. 7. Mike Brown ● Make sure you understand the dynamics of the environment before you formulate your change strategy. Those dynamics impact the scale of change and your best strategic options. Assessing the perceived need for dramatically different results and the underlying frustration with the status quo helps identify the most appropriate strategy.
  8. 8. Mark Graban Far too often, it seems “change management” is an exercise in convincing people to accept our solution. ● Make sure there is agreement that there is a problem to solve or something that can be made better. If you can’t get alignment at this level, pushing a solution is probably going to be fruitless.
  9. 9. Braden Kelley ● Evaluate the Change Readiness of Your Organization Too often we just jump in and announce the start of projects and change initiatives without even looking around to see if the resources that are going to be crucial to our success are even available. Convene a cross-functional change planning team to identify the resources you are going to need to successfully complete the project (physical, financial, human, etc.).
  10. 10. Alli Polin ● Do more than pushing your solution, go on a listening tour. It’s easy to say “out with the old and in with the new!” but for people throughout the organization it causes stress and uncertainty. Two-way communication is essential. Spend time listening to concerns, challenges, ideas and suggestions without selling the change. Leaders may assume they know the pain the change will cause but that’s not always true.
  11. 11. Gregg Brown ● Sharing the benefits and rationale and expecting people to get on board with the change isn’t realistic! Make sure to discuss benefits and concerns; and remember no one is ‘change ready’ (even if they logically understand the benefits and rationale) if the impact on them, or people they care about, is negative.
  12. 12. Craig Reid ● Focus change on the customer, not on the employee. It’s easy for employees to react negatively when the change is focussed on them. It’s harder for them to argue with when the change is focussed on making things better for the customer. Of course, you can make change to both at the same time, but focussing on doing the right thing by the customer at the same time will help to diffuse the emotional reaction of employees.
  13. 13. Janelle McLaughlin ● Create a strong vision in place by leadership that is effectively and continuously communicated. ● Implement job-embedded, ongoing professional development. ● Come from a culture of trust and respect that is well-established prior to change implementation.
  14. 14. Malati Shinazy ● Plan for the impact the change will have on all stakeholders as early as possible. Ideally, you will have time to get stakeholder input as part of your planning process. And, all key change agents will know their roles, milestones, and KPIs.Create a marketing, communication, and support plan for employees, customers, vendors, investors, and other stakeholders. Then, keep stakeholders informed with as much information as often as possible both before, during and after the change is complete.
  15. 15. Tina Schuelke Get a real perspective of what the current state is from each stakeholder, or stakeholder group’s viewpoint. a. Do not judge as right or wrong, accept this as their reality (even though their perspective may not be complete or all encompassing) b. Understand what about the current state will work to your change’s advantage, and what about it is causing barriers to the change.
  16. 16. Daniel Lock To round out this roundup, here are my guiding tips I use with my clients and projects: ● Vision.Co-create create a compelling vision with an urgent case for change which articulates why change now, what opportunities will be missed if we don’t change and what risks will we be exposed to. ● Buy-in & Relationships. Enroll anyone and everyone into this vision. Ask for their commitment. Engage the key influencers in the organisation. These are the people with the combination of expertise and informal influence. ● Structure & integrity. Create a plan and operating rhythm. Carve out time and space to create the change in people’s diaries. Leadership from the top down must walk the talk, demonstrating the change in real time. The change leadership team must do what they said they’d do. Keep commitments.
  17. 17. Thank You For More Tips on Change Management, Visit: Expert Tips On Change Management FREE e-Book Find Out How To Unlock Value & Productivity With Powerful Change Management Download Now

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