10 errors in managing change
- Lack of commitment from the top.
- Lack of a clear, inspiring vision.
- Lack of a sense of urgency.
- Inadequate communication.
- Inadequate consultation.
- Looking for a quick fix.
- Insufficient support for people.
- Not thinking it through.
- Not managing the stakeholders.
- Failing to learn from experience.
Evaluation
- To check whether the change is working as intended and whether the sought-for benefits are being obtained.
- To identify the barriers to full exploitation of the change, or the scope for improvement.
- To inform decisions about what to do next.
- To learn about the process in order to be able to do it better next time or elsewhere.
The obvious time to evaluate is at the end but you can also do it:
- At the design stage, to assess whether the change will work and whether the intended benefits are likely to be achieved.
- After a trial or pilot, to decide whether or how to proceed.
- After a step in an evolutionary process or a phase of a pre-planned one, to inform the next actions.
- During a change process to assess how it is going using the Change Management Indicator.
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Key components in a strategy for change
- Assessing the present and deciding on the future state.
- Management and leadership roles and responsibilities.
- Stakeholder management and engagement.
- Gaining acceptance of the need for change.
- Communication.
- Training and development.
- Support for people during transition.
- Implementation planning.
Values
Are you thinking of introducing organisational values or revising the values your organisation has already introduced? Would you like to base this on an assessment of the personal values your staff hold and their views on organisational values?
We have a proven method for doing this described in three articles you can download.
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| or complete an enquiry form and find out how we can help you manage change in your organisation. |
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