'Change' is here
Nishesh Garg
Transporting Hydrogen | Business Development | Author | Honeywell UOP | MDI | MyNewSpectacles
Synopsis
The article outlines strategies for effective organizational change management. It stresses the importance of a Transition Management Team (TMT) and effective communication. It discusses prioritizing change, managing change fatigue, and empowering employees. Additionally, it highlights the significance of evaluation and offers guidance for individuals.
In a prior article 'Change' is coming. Are you ready?, we explored the significance of mindset and the importance of identifying the reasons behind (why) the need for change to initiate a change project. In this follow-up piece, we delve into the process of change management and how to effectively navigate it.
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HOW of change
The Transition Management Team (TMT) supervises the extensive corporate change endeavor.
TMT does not represent a new layer of bureaucracy or a role for retiring executives.
Comprising 8-12 highly skilled leaders dedicating their full attention to realizing the transition, TMT ensures smooth change implementation, allowing the CEO to rest assured.
TMT serves as a Transition COO, possessing established talent and credibility, comprehending the company's long-term vision, possessing in-depth business knowledge, and enjoying the CEO's confidence.
TMT's existence is temporary, disbanding once the change initiative transitions into a continuous improvement phase.
Implement a fail-safe strategy by establishing a role within TMT to address emotional and behavioral challenges stemming from change. This ensures smooth operational changes by acknowledging and resolving emotional barriers, emphasizing accountability.
Appoint a respected executive as the Guide, tasked with facilitating discussions on critical issues. In major paradigm shifts, the Guide ensures effective integration of the new paradigm by the TMT throughout the organization.
TMT holds the power to assign resources i.e it has power to make things happen and kill projects which are no longer needed. For more read Jeanie Daniel Duck
Communicating the Change
Establishing a Unified Vision: Foster a shared understanding of the company's strategic direction and competitive landscape across the entire organization.
Harmonizing Enthusiasm and Clarity: Ensure that various projects are coordinated and aligned to demonstrate how they contribute to the overarching organizational goals, fostering enthusiasm while minimizing confusion.
Facilitating Informed Decision-Making: Encourage open discussions on priorities and challenges, providing support for dialogue about both enabling factors and obstacles. This facilitates clarity in decision-making processes.
Ensuring Message Consistency: Align messages, metrics, behaviors, and rewards with the objectives of the change effort to maintain coherence and credibility. Any discrepancies should be addressed promptly.
Timely Status Updates: Provide regular updates on the progress of change initiatives to keep stakeholders informed and engaged, ensuring that everyone understands the journey's progress and remaining distance.
Allowing for Adjustment Period: Recognize that initial apprehension and uncertainty are natural responses to change. Allow individuals the necessary time to process and express their concerns, actively listening, summarizing, and addressing them to foster understanding and acceptance. For more read Erika Andersen
Executing the Change
Prioritize Change: Continuously identify and eliminate unnecessary changes by creating and maintaining a prioritized list of changes.
Manage Change Fatigue: More time working doesn't equate to higher performance. Proactive rest enhances performance. Implement systems to ensure rest is available, accessible, and appropriate, such as defined working hours, planned downtime within projects, and no-meeting days.
Decision Making: Create spaces and discussion platforms for regular, honest conversations, ensuring the voices of those most impacted are included in decision-making.
Implementation: Allow employees to own the implementation planning of upcoming changes. Giving them control fosters support rather than resistance.
Guide Employee Focus: Leaders should guide employees on where to invest their time and energy. For example, at The Co-operators, a Canadian insurance company, leaders publish a monthly priority progress list for all employees. This visibility helps individuals focus their attention on the most important tasks. For more read Cian O Morain & Peter Aykens
Empowerment
Empower Them: Empowerment doesn't mean abandonment. Set the context for change by understanding what employees know and don’t know. Provide tailored coaching based on each individual's capabilities and the specific issues they will address.
Empowerment is "Do what I say & act as if you like it."
Resilience Builders: Managers should act as resilience builders, helping their teams develop the ability to self-navigate and maintain performance through change.
Leadership Development: Identify and cultivate leaders who can spot opportunities and become change agents, serving as internal consultants and ambassadors for change.
Develop Talent and Skills: Embracing change requires new talent and skills. Leadership should encourage and invite volunteers to step forward, enroll in training programs, and embrace new roles. By fostering a culture of continuous learning, organizations can ensure employees are equipped to handle new challenges and drive successful change initiatives. For more read N. Anand & Jean-Louis Barsoux
Evaluate
How will you assess whether the change is on the right path throughout its implementation? Consider the following steps:
Metrics and KPIs: Identify key performance indicators like productivity rates, employee engagement, customer satisfaction, and financial performance.
Ground Reality Verification: Engage with managers to understand the pulse of their teams through direct feedback and surveys.
Feedback Mechanisms: Use feedback tools like town hall meetings, suggestion boxes, and regular check-ins for real-time insights.
Progress Reviews: Conduct regular reviews to analyze data, assess deviations, and make adjustments.
Adapt and Iterate: Be ready to adapt strategies based on feedback and data to keep the change initiative on track.
Reality Check: Audit the knowledge, competencies, and activities central to the organization. These core strengths can become rigidities. Transformation efforts will reveal these rigidities, which must be addressed for success. Identify and tackle these blind spots.
Continuously Measure, Learn, and Evolve: Regularly assess the progress of initiatives. When deviations occur, analyze the data to understand the cause, rethink strategies, and make necessary adjustments through iterative processes.
Measurement: Integrate change metrics into existing tools and systems. Regularly evaluate these metrics to assess convenience, adoption rates, behavioral changes, and overall value.
By incorporating these steps, you can maintain a clear and accurate understanding of how the change initiative is unfolding and make informed decisions to steer it effectively.
Notes for Individuals
Reconnect with Newcomers: Renew your sense of purpose by engaging with fresh faces in the organization. Building connections with newcomers brings fresh perspectives, revitalizing your enthusiasm and commitment.
Mentorship and Coaching: Foster collaboration and unity within your team by mentoring and coaching new members. Sharing knowledge and experiences benefits both parties, nurturing a supportive and growth-oriented environment.
Skill Enhancement: Identify areas for growth through a comprehensive skills assessment. Embrace learning opportunities to acquire new skills, enhancing your adaptability and professional capabilities in today's ever-evolving workplace.
Networking and Collaboration: Broaden your horizons by connecting with colleagues from diverse departments. Collaborating on projects outside your usual scope expands your skillset and contributes to organizational success.
Embrace Change: Adaptability is key in navigating the dynamic work landscape. Stay informed about industry trends and seek opportunities to innovate, driving positive change within your organization.
Work-Life Balance: Prioritize your well-being by maintaining a healthy balance between work and personal life. Establish boundaries to prevent burnout and ensure time for relaxation and personal growth beyond the workplace. For more read Nihar Chhaya
Timely. Phased. Communicated. Empowered. Evaluated.
For Further Reading
From HBR- article links provided in relevant sections; Emily Lawson & Colin Price; Deborah Rowland, Michael Thorley & Nicole Brauckmann; Rebecca Hinds; Carmine Gallo
Book- Our Iceberg is Melting by John Kotter, Who moved my Cheese by Spencer Johnson.
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