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Learning Tree
Management Insights
EDITION 016
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Expert Advice from Today’s Top Professionals
Productivity through Education
Getting Others to Engage inChange: The Five-Step Process
When it comes to implementing large-scale internalchanges, most organisations are reasonablygood at kick-o but alter when trying to sustainemployee commitment over the lie o the project.In order to succeed, it’s critical to apply a strategythat acilitates communication and keeps peopleengaged during each stage o the change process.The importance o applying a strategy wasconrmed or me recently: A project team wasimplementing an end-to-end integrated logisticsprocess that would aect several jobs acrossmultiple departments. Having all their processcharts ready, the equipment ordered and theplan “up on the wall”, the team was lookingorward to the start date just three weeks inthe uture. My responsibility was to review theteam’s plan as part o their due diligence.Unortunately, what I ound was a classic caseo a team ocusing so narrowly on the detailso the plan that they were overlooking whatwas really important or any successul change:motivating the aected parties to take apersonal interest in the success o the project.To be air, the aected departments hadn’t beencompletely ignored by the project team. Abouteight weeks earlier, they had been given a genericroll-out brieng. However, there hadn’t been anycontact since then. Worse yet, there was no planestablished to keep them inormed on—or engagedin—the project’s progress once it was set in motion.In my role as advisor, I decided to propose a simpleve-step process that would enable all partiesto embrace the change and execute a successultransition.
Bob Black
Organisational development consultant Bob Black offers a simple processfor change management in this edition of our
Management Insights
series.
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