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Sustaining success depends on an organization’s ability to adapt to a changing environment – whether it’s an external change, such as a transformative technology or a changing economy, or an internal one, such as a restructuring or key process overhaul. Unfortunately, 70% of organizational transformations fail. Why? Because to many crucial elements in the change process are skipped.

Sometimes we wrongly assume that change is all about improving financial results – stock price, profitability, sales. We forget that successful transformation also generates “soft” benefits, such as trust, new organizational capabilities, and emotional commitment among employees. But even if we strive for financial and non-financial results, additional perils await: painful emotions that boil up in our workforces whenever we ask people to think or do things differently. Whether it’s anger, alarm, or confusion, we must ease those feelings by cultivating an environment of trust, involvement and empowerment.

Nothing about leading change is easy.

1. Create a sense of urgency based on the company’s financial performance, competitive situation, market position, technological trends – create a burning platform: What will happen if we don’t react now? Management need to be able to tell a compelling change story that motivate employees. But before you you get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.
2. Communicate this information broadly and dramatically, especially with respect to crises, potential crises etc. To successfully implement change initiatives, organizational leaders must identify the need for change and communicate it throughout the organization.
3. When dealing with change management it is often required to have a closer look at the current strategy
4. Determine areas of improvements: Main- & Sub driver
5. Create a shared vision, values and common directions. Make sure to address culture
6. Visualize the “journey”
7. Communicate the goals/targets in a simple way – a surprisingly simple image can express more ideas than a thousand complex words. For goals/targets to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions
8. Create a dialog – Involve the whole organization. When ever possible use storytelling - storytelling can be a powerful tool when you want to drive organizational change
9. Measure early and often …… and tell about it ……
10. If you want something to grow, pour champagne on it: Create wins
11. Continuously lookout for inconsistencies – Deal proactively with resistance
12. Align performance management processes to drive desired behavior changes
    

Make sure that you don’t end up like Bad Schandau:

How to implement successful Change Management?

Companies most likely to be successful in making change work to their advantage are the ones that no longer view change as a discrete event to be managed, but as a constant opportunity to evolve the business. Change readiness is the new change management – the ability to continuously initiate and respond to change in ways that create advantage, minimize risk, and sustain performance.

Short URL & Title:
12 important elements for successful change management effort — http://www.torbenrick.eu/t/r/kho

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