Knowledge and skill are two different but important things to provide to your stakeholders as part of an organizational change initiative. In this video, Bob McGannon talks about conveying knowledge, including sharing the purpose of the change, conveying a sense of permanence to what you are doing, and conveying how your change will be accomplished. In addition, learn to share the tools and processes you intend to deploy, lay out progress steps, the processes for decision making, and corporate policies.
- I like Chess, but I'll admit,…I'm not very good at it.…I don't practice much, but more importantly,…I haven't spent the time to build my skill at playing.…So, I have the knowledge of how to play the game,…but not much skill.…Knowledge and skill are two different but important factors…to provide to your stakeholders…as part of an organizational change initiative.…Let's start with the approaches to conveying knowledge.…Ensuring your stakeholder has sufficient knowledge…of the intent of your change initiative…is important to gain buy in.…
This knowledge consists of information…on why you're making the change…and how you are making the change.…The first step in sharing why you've engaged…in this initiative is to crisply…share the purpose of the change.…Candidly, this often focuses on making a profit.…And you should not hide that.…However, most organizations also have a companion motive,…such as increasing market position,…gaining competitive advantage,…or entering new markets.…Don't leave stakeholders wondering…about the motive for change.…
- Determine the approach to motivate others through a change.
- Distinguish the steps and benefits of change management phases.
- Explain how training is addressed as part of the change implementation and support phase.
- Interpret the components for communicating a change initiative.
- Recognize the skill set needed for a change champion.
- Identify the type of results that can be revealed when evaluating a change.