Providing early examples of the change you are trying to achieve can provide powerful moments in your change initiative and help you produce a business impact assessment. In this video, Bob McGannon explores the benefits of these early examples of change, including trying out ideas earlier to confirm their viability, and demonstrating behavioural change. You will also learn how your change can be affected by cultural or local norms. In addition, how early examples of change can be used to communicate important aspects of your change to management is reviewed.
- A good friend of mine has a favorite saying. You don't have to be perfect to start, but you have to start to be perfect. He never served as a change manager, but he probably would have made a good one. Setting up a prototype for a test environment to demonstrate an early example of your change can be powerful for your change initiative. This benefits your change team and the employees who are trying to understand and respond to the change. Not only is this a good idea, but providing early examples deserves its own phase in the change process.
To start, this provides early indicators of success or a need to adjust. I have another favorite phrase. If you're going to fail, fail early. This allows you to try out your ideas sooner to demonstrate if they're viable. Early examples are a great tool, since they can show weaknesses in your change, the instructions you have provided to deploy the change, or both. Second, it helps management and the change team demonstrate their personal commitment to a change by taking action.
Behavioral change in an initiative can be the most uncomfortable. In many cases, the most effective ways to get your staff members to believe and embrace behavioral change is to see it demonstrated by the managers who evaluate their performance. Third, it can help you see how different groups grasp, apply, and accept the change in their area. This is particularly useful when you have teams located in different geographies or countries. As cultures and norms differ, so will the acceptance and interpretation of the change you wish to make.
Last, it gives you more time to work on the ultimate product of your change initiative, the outcomes. The earlier you can get a sense of the outcomes your change approach will produce, the more time you have to fine tune your approaches and instructions. This can mean the difference between meeting your deadlines and lagging behind your competition in the market. There's another big benefit when implementing early examples. They can help you produce a business impact assessment, which can help guide your management team.
You can use this document to communicate important aspects of your change to management, including processes requiring expanded education. An early change example can shed light on change aspects that are proving more difficult for your employees to adopt. Next are role changes. If you're changing business processes or an IT tool, your change can make some roles obsolete. It can alter other roles, or create totally new roles in your organization.
Management will benefit from a heads-up about these changes so they can prepare their staff members appropriately. Third is the need for new education offerings. New roles and change processes create a need for education. And finally, new or altered measurements to assess the organization. Changing processes almost always means adjusting the metrics used to determine the success of what you're delivering. These metrics might require new processes and evaluation tools.
The business impact analysis brings this to the attention of your management team. So, early examples in the change initiatives are more than just a pilot. They're your starting point on the way to being perfect. Well, at least closer to perfect.
- 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