Compiled by Peter/CXO Wiz4biz 8/13
It’s often hard to get out of our own & other’s “comfort zone” to make a change – even tho’ we know it’s needed. We have to sell ourselves & others – on the benefits of the change. We often have to follow our logical side and suppress our feelings. That takes discipline – which is what it take to succeed at anything !!! Here’s how to implement change for your organization.
1. Share the Vision of where’re you’re headed – to inspire & motivate them to accept the change for this “higher goal”.
2. Keep Employees Informed as you go, so they’re aware of their contribution to the customer, keeping costs down, etc. Also keep them informed of what’s happening in Industry- especially if that’s the driver.
3. Get them Involved. If possible, let those who are most affected by the change, help to clarify the need and suggest responses. Have them help in the planning for implementation.
4. Anticipate their Concerns/Fears, of losing control, prestige, comfort, $$, etc. How will you respond to each concern? When you’ve thought it out, write down your response and share with a trusted peer (ie, another manager), for their comments.
5. Explain the Change. Clearly describe the short & long term Benefits; tell them Why the changes are needed and how it will Affect them.
6. Listen to their Concerns. Clarify their concerns to be sure you understand them. Acknowledge their concerns/fears and don’t minimize. Be patient with them. Their initial response may be over-reaction. Give them time to calm down (hours or the next day), then respond to concerns by reducing or eliminating them.
7. Respond with Information to re-assure them of the need for change & correct any in-accuracies. Communicate the optimism of the implementation – that they’ll make it work.
8. Re-Sell the Benefits (if needed). Answer their “What’s in it for me”. Explain how change will benefit organization, customers and/or employees.
9. Show your Firmness – thru your commitment, provide the resources needed, and do more than your share to make it happen.
10. Anticipate Problems – during implementation by “monitoring” the process & adjusting as needed. Adjustment may be: re-assignment, using different resources – what ever is takes !!!
11. Celebrate the Accomplishment of the Change – with praise, recognition, party, etc of those involved – and inform all those affected.
Comments: Is there anything else you can think of that would help to implement change?