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When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.
Make it “their” implementation plan.
BY DOING THIS
– Tell a story about the roll-out plan, including requirements (e.g., timing).
– Ask people how they would improve it.
– Communicate activities leading up to the next milestone.
People get engaged through participation. They advocate for take pride in their own good work. Therefore, people must place their fingerprints on the change before they will do the heavy lifting to make it successful. Not allowing for this can trigger the “not invented here” and “it’s not my change” responses that jeopardize the adoption of a change.
Share your draft plan with people going through the change as if it is a narrative with them as the protagonists—they are the heroes. Pause often to get input: have you missed anything, or could anything be improved? Incorporate their changes (the ones that make sense) into the plan and launch it as a co-created roadmap.
Giving credit to those who provide input further cements their ownership. It won’t be long before people refer to the plan as theirs.
CHANGE PLAN REVIEW MEETING AGENDA: What changes are required to the plan to make it work?
Include the names of the attendees in the plan to reinforce their input and ownership.
The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller to check it out.
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