For the constant and repeating change in organizations or in private life, various models have been developed based on research and experience, tried out and improved. It looks that sometimes they succeed and sometimes they fail.
To initiate change, there always has to be a request or a need, a desire, at least a certain sense of urgency, that provides the fuel for the change.
There are three key areas to focus on in planning and driving a change process:
1. Goal:
Get yourself aligned, setting the frame, identifying what will be improved, get a clear and attractive goal, find alliances to be supported.
2. Structure:
getting a clear picture of the plan, the structures and process steps
set up a project plan, a roadmap, to picture which way to go and how to proceed. This involves measurable targets and analysis. Monitor budgets and reporting, having dependencies on the radar
3. People:
involving all stakeholders, have an open and continuous communication to all parties involved. Convince people, understand their concerns, bring them on board, deal effective with resistance and celebrate success
Successful change with people involved takes time, to let them understand what is happening, finding new ways and adjust, let leadership create the new culture and support people in the new procedures
