Tuesday, October 20, 2015

Three Change Principles

"Change" predictably involves numerous factors like motive, fear, preference, sensibility, means, and memory.

Statistically, more than two-thirds of change effort fail to achieve the expected result. All efforts at having other humans act as you would like to depend, in large part, on circumstances, the number of actions/tactical moves, action sequence, and "action coordination" vary. Therefore, change is situational, these differences have to do with who the people are, what they plan, what and HOW they execute. Although there is no “one size fits all” formula for changes, you can set principles to make Change Management more effective and cohesive.

Communicate the values: Change is convenient, a vastly general term that has both multiple formal meanings and - even more - differences in how people think and feel about certain particular changes. What distinguishes the changes that we (a) make happen and (b) develop support or opposition has to do with our interior beings, specifically the values we hold. Progress is co-determined by them though we often think of progress as equally universal. Part of the imputed failure rate of change projects - by whatever name - is because those who lead and facilitate them fail to address, converse, and interact with others about the value needs to be met because they are almost always subsumed under the rubric of corporate business values. This is not to exclude or discount those values, but in many workplaces, people who work there need other values to be expressed. The really well-managed companies, the great places to work, can be largely identified by having employees who (mostly) share the same values.

Earn the trust: At any rate, "change" predictably involves numerous factors like Motive, Fear, Preference, Sensibility, Means, and Memory. We like to talk about Simplicity because we suspect that the enemy of successful change is Complication. But sometimes the enemy is simply that the value proposition of the change just isn't worth enough to the people being asked to buy it. all is a matter of perception. Nevertheless no matter how simple or complex change is people still keep missing something critical and keep missing something wrong when implementing change. Track record confirms that people don't go the extra mile for organizations, they go the extra mile for people and they only do this if they trust them. Trust is earned by leaders who act in the interests of their people, even when it is difficult to do so. So, change is easy to implement when there is trust between management and employees. When you earn the trust of the people that you are trying to "take with you," change is easy. Earning the trust is the difficult part as this requires the person leading the change to be doing it for the right reasons. The most effective way of making change happen is to take people with you by creating commitment and ownership."  If trust is not built, the people you are trying to influence will intuitively know this and will feel as if they are there simply to help you achieve your goal and that you do not have their interests at heart.

Keep change elegant and measurable: The effectiveness and sustainability of change efforts vary with the degree to which methods are found to produce maximum effect with minimum effort and complexity. Why do you think so many Change decisions brilliantly made are wrongly implemented? Stakeholders/Sponsors can understand change, but it is not enough. Organization/People Change Readiness (Gap Analysis) should be diagnosed for organization alignment and establish performance reward management and feedback required to inhibit undesired behavior and reinforce the desired/expected behavior.

Although there's no universal change solution. Besides three principles above, here is the one change formula which does make some sense: People (50%) + Process (25%) + Tools (25%) (in that order) = Results. Sustainable results are much more achievable when people willingly drive processes and processes drive the tools, techniques, or actions that people employ. It is important to get the change right and manage change effectively.


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