These 10 ingredients need to be in place if you want your change project or programme to succeed.
1. A compelling case for change: This needs to be clear, simple, well-written, articulately verbalised, unambiguous and easily understood. Get rid of any corporate speak.
2. A crystal clear vision: The ultimate goal and outcome to be achieved should be clear and easy for all to see, not just the head honchos at the top of the organisation.
3. A well-defined strategy: Your change strategy should set out where you’re trying to go to, the specific steps that need to be taken to get there and the tactics for implementing these steps.
4. An agreed set of values: This verbalises the important things that everyone will hold dear during the change, from chief executive to most junior member of staff.
5. Regular and meaningful communication and engagement: A planned timetable of activity working alongside the change strategy – evaluated at key stages to test impact and refine if needed.
6. Strong, visible leadership: Senior managers and board members walk the talk, role modelling any new behaviours and ways of working required as part of the change.
7. Enough of the right resources: The organisation invests and puts in place enough skilled people across project/programme management, psychology of change, HR, OD and communications.
8. High degree of capability: The people supporting the change have excellent levels of skills and deep experience in successfully implementing change.
9. Motivations are understood: Behaviour isn’t taken at face value. It’s understood that change can be unsettling and that people will be at different places on the ‘change curve’.
10. All levels are involved: Whilst the direction is clearly set from the top, every layer in the organisation has the opportunity to contribute to how the change is implemented.
Are there any essential ingredients you think are missing? If so, why not share your thoughts in the comments box below so others can benefit from your experience?
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