How to Define Change Support

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Ask people what they need.

BY DOING THIS

–  Review and align on the impacts of the change.

–  Ask people to select types of support from a master list.

–  Incorporate feedback into the change plan.

It's a fine balance between too much and too little change assistance. If you provide too much, people get stressed and may choose to opt out of activities; if you provide too little, people won't have the required mindsets, actions and behaviours to adopt the change.

Support activities need to accommodate people's realities. They must fit their needs and be easy to digest. The best and fastest way to select change enablement methods is to ask the people who are adopting the change what they need. They’re experts on current ways of working and will have a sense of what capabilities they need to adopt and challenges to overcome. 

Review the impacts of the change with representatives of those adopting the change. Provide a list of support options – skill training, coaching, job aids, simulations, etc. – and ask them to choose the ones they need. These inputs will help create a pragmatic and effective support plan to transition people to new ways of working.

KNOWLEDGE BITES

CHANGE SUPPORT WORKSHOP: What learning methods will best prepare people to adopt change?

SET UP (5 min.):

–  State the objective of identifying change support that meets people's needs and preferences.

–  Discuss the main impacts of the change and what people must think, do and behave to adopt the new ways of working.

ACTIVITY (20 min.):

–  Present a master list of learning options.

–  Ask people to choose the ones that would help them.

DEBRIEF (20 - 30 min.): 

–  Ask people to share why they choose their options.

–  Test for agreement among group members.

ACTIVITY (15 min.):

–  Ask the group to select the support options they believe would best meet the organization's needs.

CLOSE (5 min.):

–  Thank the group members for their participation, and state that their guidance is an important input into creating the change support plan.

SUCCESS TIP

Including the contributors' names in the change plan highlights and rewards their participation in making the change a success.

For more stories, insights and advice, listen to the Defining Change Support podcast episode with executive and change leader Stephen Sotto.

Phil Buckley is the author of Change on the Run and  Change with Confidence, host of the  Change on the Run Podcast, and co-creator of the  Sharing Change with Confidence Newsletter.

#change #changemanagement #transformation #leadership #projectmanagement #changesupport #podcasts 

How to Impress Leaders

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Stand out from others.

BY DOING THIS

–        Remind people of the desired outcomes.

–        Talk about strategy first, tactics second.

–        Voice your views supported by facts.

Think of the good leaders you know. What sets them apart? Standing out from the crowd demonstrates your leadership abilities and impresses others, especially those at the top. It’s easy to get lost in tactics when planning and implementing a change plan. Reminding people about the objectives of the initiative signals that you’re a leader. Similarly, talking about strategy makes you look, well, strategic. Few people do this when submerged in multiple tasks and tight timelines.

Sharing your views, such as recommending a solution or raising a concern, is another way to stand out. The most effective way to make your case is to link your perspectives to current business strategies. Doing so increases the likelihood of agreement and raises your profile with leaders.

KNOWLEDGE BITES

LEADERSHIP PLANNING TOOL: How will I act like a leader? 

SUCCESS TIP

Reviewing this summary before you start the week or attend important meetings will help you stay above the daily noise.

To learn more about our post and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.

#change #changemanagement #transformation #leadership #influence #podcasts 

How to Establish Team Ways of Working

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Get agreement on how your team will best work together.

BY DOING THIS

–        Align on the purpose and goals of the team.

–        Ask people to share the behaviours exhibited by the best and worst teams they have been a part of.

–        Ask people to select three good behaviours they believe will enable the current team’s success.

Good relationships and aligned behaviours drive team performance. Managing early interactions will minimize tensions and speed up performance.

A project kick-off meeting provides an opportunity for people to share their working preferences and agree on how they can best collaborate. Start by discussing and agreeing on a common purpose and goals. Next, ask people to share their backgrounds to profile their skills and experience (and to build their confidence). Once people have shared their stories, ask them to list good and bad team behaviours they’ve seen. The final step is to ask them to select three good ones they believe will make the team successful and are committed to following. A shorter list that’s followed is better than a longer list forgotten.

KNOWLEDGE BITES

TEAM BEHAVIOUR VISUALIZATION TOOL: What guidelines will my team follow to be effective (e.g., everyone has a voice, discussion before escalation, share information)?

SUCCESS TIP

Asking people to share common scenarios where the behaviours would be evident provides them with a mental image to follow.

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 for more details.

#changemanagement #change #management #business #leadership #personaldevelopment #engagement #communication #podcasts #changeontherun

How to Tell People What to Expect

 

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Always be the best source of information.

BY DOING THIS

–        Communicate early and often.

–        Speak from the audience’s perspective.

–        Share everything you can, honestly (don’t spin).

Communication is the most important form of support people receive when going through a work transition. It’s also one of the biggest enablers of successful change because it aligns everyone on their understanding of what’s changing, why it’s necessary, how it will affect them and what they must do to adopt it. 

Setting up a frequent and consistent communication schedule creates the expectation that people will receive regular updates from leaders and the project team. Communicating honestly in ways that your audience can relate to creates the perception that these messages are the best sources of information. You must regularly communicate even when there is nothing new to share. If you don’t, rumours and speculation fill the void, and such counter-narratives will seem credible, distract people and increase anxiety.

KNOWLEDGE BITES

AUDIENCE PROFILE ASSESSMENT TOOL: What are my audience's communication preferences?

SUCCESS TIP

Test your messages with a few members of your audience to avoid (or at least be prepared for) adverse reactions.

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 for more details.

#changemanagement #change #management #business #leadership #personaldevelopment #engagement #communication #podcasts #changeontherun

How to Present At a Leadership Review

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Align leaders through interaction.

BY DOING THIS

–        State the meeting purpose and decisions required.

–        Ask for feedback and dialogue throughout.

–        Summarize agreements and next steps.

Shared understanding is essential during change. People must align on the why, what, when, where, and how of the initiative. Everything must make sense or doubt, resistance, and risk seep in. 

Data is the foundation of knowledge. It is the raw materials of pattern recognition, insights and fact-based decision making. The challenge is that most people struggle to make sense of data. They think in stories instead of numbers and need context for data within their frames of reference to have meaning. Without personal connections to new concepts, people may become confused and distrustful of your insights and recommended way forward.  

Metaphors are powerful communicators. They help people understand new concepts by relating them to existing knowledge. The understanding of the metaphor creates a visual picture with which to associate the new information. The recipient draws their own conclusion once they see a connection between the two concepts. 

Classic business metaphors include “it’s like rearranging the deck chairs on the Titanic,” “put your oxygen mask on first,” and “we don’t eat our own cooking.” For example, "Rebranding our poorly-rated wellness program is like rearranging the deck chairs on the Titanic."

 First, distill the insight you want to convey into a sentence. The next step is to think of common connections. Produce two or three test metaphors and pick the best one. Finally, test your metaphor on a couple of people to make sure it is easy to understand and relatable. Your metaphor will help people understand your insights and increase their support for your recommendations.

KNOWLEDGE BITES

LEADERSHIP REVIEW AGENDA PLANNER: How do I structure a leadership project review meeting?

SUCCESS TIP

Planning for 10 minutes of flex time will help accommodate extra questions or longer dialogues.

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 for more details.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #presentationskills #insights #changeontherun

How to Convey Insights through Data

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Provide a metaphor that connects the insight to existing knowledge.

BY DOING THIS

–        Review your data as if you were telling a story.

–        Present the insight that reveals a deeper understanding of the data.

–        State a metaphor that personalizes the insight and makes it relevant.

Shared understanding is essential during change. People must align on the why, what, when, where, and how of the initiative. Everything must make sense or doubt, resistance, and risk seep in. 

Data is the foundation of knowledge. It is the raw materials of pattern recognition, insights and fact-based decision making. The challenge is that most people struggle to make sense of data. They think in stories instead of numbers and need context for data within their frames of reference to have meaning. Without personal connections to new concepts, people may become confused and distrustful of your insights and recommended way forward.  

Metaphors are powerful communicators. They help people understand new concepts by relating them to existing knowledge. The understanding of the metaphor creates a visual picture with which to associate the new information. The recipient draws their own conclusion once they see a connection between the two concepts. 

Classic business metaphors include “it’s like rearranging the deck chairs on the Titanic,” “put your oxygen mask on first,” and “we don’t eat our own cooking.” For example, "Rebranding our poorly-rated wellness program is like rearranging the deck chairs on the Titanic."

 First, distill the insight you want to convey into a sentence. The next step is to think of common connections. Produce two or three test metaphors and pick the best one. Finally, test your metaphor on a couple of people to make sure it is easy to understand and relatable. Your metaphor will help people understand your insights and increase their support for your recommendations.

KNOWLEDGE BITES

METAPHOR GENERATOR TOOL: What metaphor will explain the insight from my data?

SUCCESS TIP

Personalizing a metaphor by including an audience member in it enhances the connection: "It's like Nina putting more money into a vending machine after nothing came out the first time."

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 for more details.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #presentationskills #insights #changeontherun

How to Engage Those Who Are Changing

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

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.

KNOWLEDGE BITES

CHANGE PLAN REVIEW MEETING AGENDA: What changes are required to the plan to make it work?

SUCCESS TIP

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.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #teameffectiveness #employeeengagement #changeontherun