Communicate the bigger picture
- Share the vision (but first you need to put it into words…).
- Clarify the case for change including reasons that lie outside the organization.
- Change initiatives need to be understood in relation to each other.
- Do you invite people to “go up in the helicopter” to understand the vision in a greater context?
Address the human side of change
- Identify where people are emotionally – and communicate appropriately.
- Communicate even when there’s nothing new to say.
- Include the co-workers’ perspective: ”What’s in it for me?”
- Do you tailor your communication to where people are emotionally?
Build a broad and strong sense of ownership
- Identify and address counter-forces early in the process – and bring them on board.
- Help everyone understand ’what this means for me in my daily work’.
- Engage a network of ambassadors recruited from formal and informal leaders.
- Do you identify who is on board alreaddy – and who you still need to ‘win over’?
Provide the right internal conditions
- Devote enough resources at the front-end of the change process.
- Create an effective and clear transfer from ’project status’ into regular operations.
- Give clear and frequent feedback on the new behaviors or practices – and reward them!
- Do you highlight and reward the day-to-day management of the chnage process?
