It's important that you and your change team work together with your stakeholders to carefully plan the roles and resources that'll be required whenever you implement a change in your business. In this video, Bob McGannon takes you through the steps to properly manage role and resource alignment. Explore how to align roles to new processes, define explicit owners for each of your new processes, define the roles involved, identify who will fill the new roles and plan and conduct the required role training.
- I had an interesting experience a few years ago. I moved from the United States where baseball is very popular to Australia where cricket is played regularly. In baseball you can throw a ball however you'd like. But in cricket you must throw the ball to the batsman without bending your elbow. This is just a slight difference from pitching but it certainly seemed unnatural to me. The same thing can occur during your change initiative. Some roles will change dramatically, require significant training and support.
Others, may seem very similar on the surface, just like throwing a ball a bit differently. But the degree of frustration that seemingly subtle changes can make is notable. It's important that you and your change team work with stakeholders to carefully plan the roles and resources that will be required whenever you implement a change in your business. This involves five steps that should be performed in sequence. Step one is to ensure you and your stakeholders have defined new processes and you understand them thoroughly.
You can't go about defining roles and resources if you don't know the process you're supposed to follow. The business impact assessment document can help you with this. The next step is to define explicit owners for each of the new processes that form the changes you're intending to make. This may seem easy but don't be fooled. Many change initiatives result in processes that cross over multiple departments that haven't worked closely before. Assigning ownership in these cases can involve power and authority shifts which are not easy to manage.
Work with your senior management team and recommend options. And have those senior managers direct where ownership of new processes will lie. Step three is to define the roles involved in your new changed business environment. Working with your processes and the owners determine what new job responsibilities are needed in your organization. It's important that you do this without trying to force fit a new role to accommodate a specific employee. Define any new or altered roles and required resources with a clean slate and make sure those roles suit the new processes as best as possible.
Step four occurs only after you've defined these new or altered roles. Working with the management team you can assist in identifying the most suitable candidates to fill those new roles. It's unusual that you'll have a perfect fit for a new role so try not to get discouraged. When identifying any candidates for a new or altered role perform a skills-mapping. A pathway that defines the training required to ensure your team members can perform their new jobs appropriately.
The final step is to plan and conduct the training required to ensure you have team members who are ready to fill roles when you implement your changes. This can be a time intensive task so plan carefully. You may have to accommodate a number of one off training sessions for some roles and the timing will likely need to be closer to when the actual change occurs. This can be an intense time for both your change team and the business as a whole. So planning for this is essential.
So, those are the steps for properly managing role and resource alignment. Do this well and whether your team is going from baseball to cricket you'll always score big.
- Understanding the levels of change management
- Working through the five phases of change management
- Creating a change plan
- Communicating change
- Implementing change
- Managing risk
- Reinforcing change
- Evaluating the change
- Guiding individuals through change