One of the industry's leading change agents, John P. Kotter writes, "You know your organization needs to change. You may even know what the change needs to be: a new strategy, a new IT system, an acquisition or reorganization. But somehow, change comes too slowly or it feels like you're pushing a boulder up a hill, or the implementation of that great new idea has stalled - again." Sound familiar? Then you may need to create a sense of urgency.
The success of any change initiative depends on the people who are leading it. They need to feel like there is some immediacy to their actions. Sometimes it is much easier to get started and much harder to keep the momentum going. Here are a few ways to see change through to the end.
1. Build a guiding team. Pick leaders who have a vested interest in the change initiative. Ask them to help identify critical issues and potential challenges that might hinder your progress. Work with them to help minimize the roadblocks and pave the way toward success.
2. Communication. Successful change projects have one thing in common - the leaders relentlessly communicate the visions and strategies to stakeholders and those impacted by the change. Find various modes to communicate the same messages - email, meetings, town hall gatherings, company fun functions.
3. Empowerment. Change agents empower others who are committed to make an vision a reality. You can't force change...and the more supportive feet on the ground, the better chances your initiative has for success.
4. Short-term Wins. Change takes time and there may be slip ups along the way. The best way to keep employees focused is to celebrate short term wins. At each step in the process, use celebration or recognition of reaching important milestones as a way to keep the momentum going.
5. Make change stick. Find ways of institutionalizing the change into the company structure, systems and culture...make the change the "new" way.
Need some more thoughts on creating a sense of urgency for your next change initiative? Check out Kotter's book, "A Sense of Urgency" here.
The success of any change initiative depends on the people who are leading it. They need to feel like there is some immediacy to their actions. Sometimes it is much easier to get started and much harder to keep the momentum going. Here are a few ways to see change through to the end.
1. Build a guiding team. Pick leaders who have a vested interest in the change initiative. Ask them to help identify critical issues and potential challenges that might hinder your progress. Work with them to help minimize the roadblocks and pave the way toward success.
2. Communication. Successful change projects have one thing in common - the leaders relentlessly communicate the visions and strategies to stakeholders and those impacted by the change. Find various modes to communicate the same messages - email, meetings, town hall gatherings, company fun functions.
3. Empowerment. Change agents empower others who are committed to make an vision a reality. You can't force change...and the more supportive feet on the ground, the better chances your initiative has for success.
4. Short-term Wins. Change takes time and there may be slip ups along the way. The best way to keep employees focused is to celebrate short term wins. At each step in the process, use celebration or recognition of reaching important milestones as a way to keep the momentum going.
5. Make change stick. Find ways of institutionalizing the change into the company structure, systems and culture...make the change the "new" way.
Need some more thoughts on creating a sense of urgency for your next change initiative? Check out Kotter's book, "A Sense of Urgency" here.
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