To succeed with a change initiative, begin with the end in mind. You can't prepare someone for a change you don't fully understand yourself. In this video, Bob McGannon hares how to train others on the changes you are installing. This training needs to include tools and process, steps, decision making, policies, and constraints. This training is vital for your success as a change manager and it's more than creating a few slides and holding a workshop.
- Both knowledge and skills are essential to support stake holder engagement in your change initiative. Let's focus on developing the skills your stake holders need through effective training and support. It's very important that you perform the business impact assessments before planning or conducting any training or setting up support systems. Remember, you have to begin with the end in mind. You can't prepare someone for a change you don't fully understand yourself. So, when making these assessments, you can apply the same topic used in knowledge transfer for training.
Tools and processes. Progress steps. Decision making. Policies and constraints. First and foremost are tools and processes. For most stake holders, this is the core of how they do their job. Documentation, classroom style training, quick card guides to process flows, access to subject matter experts, and how-to videos should all be considered to ensure you cover the learning styles of your stake holders. Also, make sure these materials are available for new employees who may join the group after your change initiative is completed.
In areas of your business where your change is significant, you may want to consider conducting a skills assessment so you understand the extent to which your stake holders will require training. Next is progress steps. In any work environment, it's important to convey your perception of how the team is performing. As they say, what you get is what you measure. But it also helps team members understand their own performance And the standard against which they'll be measured. During periods of change, this requirement is amplified and can be vital to retain stake holder engagement.
Train employees so they know how new processes are measured. If you don't, your employees will likely struggle to understand how they're doing in your new, changing world. Decision making is next. This can be the hardest to train because it's often performed by subjective rather than objective means. However, it's important your stake holders understand what facts and measures will be evaluated when making decisions during your initiative. For those who will directly participate in decision making, this is vital for success.
For those who won't, it can empower them to provide meaningful input about the measures being evaluated. I highly recommend you not gloss over the importance of delivering training that includes the decision making aspects of your initiative. The fourth training item focuses on policies. My suggested approach here is simple. Document the policies. Then explicitly capture changes to policies you intend to make. Next, detail any questions about other policy changes that come from your stake holders.
This can be an indication that you're inadvertently changing policies you hadn't considered. And last, make sure to make policies an ongoing conversation between management and employees during your entire change initiative. That might not look like training in a traditional sense but it could be the most notable skill development you perform as part of your change program. I recommend that the last item, constraints, be managed in conjunction with policies. Sometimes, changes to policies can cause conflict with behaviors that you're hoping to keep stable and questions will arise.
These potential conflict points are important to discuss with stake holders and management so behaviors align with your intent. Skill building and support is vital for your success as a change manager. And as you can see, it's more than creating a few good slides and holding a workshop or class before your change is implemented.
- 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