|
❶
Divide to
Conquer
Address
human
and
→
organizational
barriers to change separately.
>>>
❷
Communicate
Tell everyone why the
→
change is
needed. What's obvious to you may not be obvious to them. Don't
assume they see what
you see.
>>>
❸
Enthuse
Create an environment of
creative dissatisfaction with the status quo. Ensure that
everyone understands that standing still means
dropping
behind.
❹
Inspire
Set and communicate your
→
vision. Define and
visualize desired outcomes ‒ people must know what the
desired result looks like to be able to help you to get there.
→
Sell benefits
of a greater future to
→
inspire
and
→
motivate
people and, ultimately,
make your vision a reality.
❺
Engage
Involve everyone in development of
the
change program.
Synergize different perspectives.
Solicit
→
feedback to draw out
and eliminate concerns. Organize
meetings to market the strategy.
❻
Inform
Build in as much certainty as you
can. Give people insight into the steps you are taking to
implement change. Give them the facts about what they’re facing. Share how
you will prepare people to take on new ways of working.
>>>
❼
Explain
Shape expectations Define
milestones and timelines.
Make sure people know what is expected of them.
❽
Empower Enthusiasts
Identify,
→
empower
and showcase “early adopters” and
proactive innovators who support and
lead change.
❾
Keep Sharing
Insights
→
Communicate
frequently,
honestly and credibly even in times of uncertainty when you don’t have complete
information. Feeling informed goes
a long way toward
building trust. Acknowledge your own mistakes and say what
you’re doing to
→
correct them
‒ it is one of the best ways to soften resistance and it also
opens the door for others to admit their own mistakes and search
for a new common ground. Use various channels ‒ both high tech
and low tech ‒ to
→
communicate
and successfully
connect with your stakeholders.
❿
Reward
Reward those who demonstrate the ability to move and adapt
quickly. |
