Change can be frightening. And, as a result, one of the biggest obstacles to successful change in any organisation is the failure to get people on board from the beginning.
Right now, you could be frustrated about a particular challenge in your business. While you might have a solution in mind, you might be concerned about what this change involves.
While you have a clear idea of what the change will mean for your organisation, perhaps you are unsure how to start.
Or, maybe you simply don’t have the time or space to start making the changes you want to see in your organisation.
3SIXTY is the bridge between where you are today and where you want to be.
We are experts at helping companies plan and implement change.
We do this in a way which brings clarity and confidence to our clients. And gives them reassurance that they are in control of the change process.
Ultimately, successful Change Management is about creating alignment to ensure everyone is working towards a common goal.
If you are concerned about how to implement change in your organisation get in touch . We will be in your corner so you can be confident that the changes you want to see happen will be delivered.
We have delivered change programmes in organisations of all sizes and across a range of sectors. Below are some key tips from our experience of delivering successful transformation –
- People involved in delivering Change programmes must have the skills to have conversations which tackle all of the usual “fears” around change – e.g. existing ways of working being disrupted, (understandable) fear and anxiety among users/stakeholders due to feelings of uncertainty.
- Effective use of Change Management helps overcome push-back and creates greater buy-in from everyone involved. This, in turn, leads to faster/wider adoption of whatever change is happening.
- Clearly defining and communicating the “why?” around what you want to achieve. And, how this will benefit/impact everyone involved. Again, this is all about maximising buy-in, ownership, engagement and adoption.
- Clearly defining and communicating the “why?” around what the client wants to achieve. And how this critically, how this will benefit various stakeholders. Again, this is all about maximising buy-in, ownership, engagement and adoption.
- Be open and transparent about what the process is going to look and feel like. This helps build trust and rapport and avoid the pit-falls associated with people being met with “surprises” at a later stage.
- Properly structured 2-way communication is key to any successful Change Management programme. This must be a 2-way process! It is vital that all stakeholders feel heard and have their anxieties acknowledged in an appropriate forum.
- Get some “Champions” involved in the programme. Champions are people in your organisation who serve as internal advocates. These Champions are a key element in ensuring sustainability of results – i.e. ensuring the changes “stick” when we have left the field of play.
- Ensure there is regular, structured Programme Governance. Weekly/fortnightly meetings with all stakeholders represented, focused on reviewing actions/next steps, identifying all risks and mitigations, assessing the levels of buy-in and agreeing the communication messages.