When Failure is Not an Option
You have been tasked to lead a major change initiative in your organization. Congratulations! How can you set your teams up for success?
Answering these six questions could be the difference between a resounding success or a disappointing failure!
1. Is the change you need clearly defined and well-communicated?
- Do your people know what will be different, and why the change is happening? Bringing clarity and communicating is not a “check-the-box” task.
To Do: Defining (and redefining!) the change ahead is critical. Keep working through the details (and communicating!) as you get new information. Success requires your leaders all rowing in the same direction.
2. Have you considered all stakeholders and their needs?
- Spoiler alert – Executives usually fail to fully understand the needs of those charged with getting the work done! This stalls progress and discourages engagement.
To Do: Time for some active listening, getting feedback, and applying this information back into the plan.
3. Are there critical skills missing, and is there a plan to develop them?
- Missing technical skills can be easy to identify but missing “people” skills are more subtle. Don’t dismiss the importance of such skills as listening, giving and receiving feedback, motivating others, collaboration, and decision making.
To Do: Skill-building workshops, coaching, mentoring and accountability should be built into the plan.
4. Are team members motivated and supported to buy in?
- Change is an individual choice, but leaders play a big role in creating an environment for change. Allowing for each person to learn and adapt at the pace needed can be a challenge, but one that successful leaders will need to embrace.
To Do: Identify early adopters and influencers. Leverage them as important change agents in your plan.
5. Is teamwork fostered and recognized?
- Doing something great with others can be exhilarating and fun when it is recognized and rewarded.
To Do: Sharing success is a powerful motivator! Get this added to your communication plan.
6. Are new behaviors being measured and reinforced over time?
- New routines and team behaviors are a must if a change is to be sustained.
To Do: Allow the time for those routines to become habit but in the meantime verify, verify, verify! Don’t miss this step in your planning!
If you find uncertainty or gaps in your answers, that’s a sign to focus your efforts on those areas. By taking the time to really understand and continually address each area, you’ll build the momentum needed for sustainable change—and set your leaders and teams up for long-term success.
