Identify specific activities that need to be started, stopped and/or enhanced and determine the nature of organizational supports, processes and systems that need to be established.
Reach out for quick wins — nothing succeeds like success. Identify areas that can be changed quickly and efficiently and which will represent some sense of significance to the change management process. A focus on quick wins helps to create momentum and as well, it reduces personal resistance and will influence employees to more willingly embrace the change.
Acknowledge every success — in order to keep the momentum going, it’s important to celebrate every success, no matter how small. Set up a special communication committee to ensure that positive messages are continually being sent out. Post your success on your website, on the staff bulletin board and in your staff newsletters.
Establish key success milestones — once you’ve identified your overall key success indicators, identify specific interim progress indicators and determine the best means to measure them. Be cautious not to overload your team with too many measurement tasks, keep it simple.
Create new change symbols — help employees move past the old way of doing things by physically and symbolically removing and/or exchanging a significant token that represents the old state and replacing it with a new token. This could be a new logo, new signage or some other visual representation that can help employees mentally shift to the new culture.
Train, train, train employees — successful change is always accompanied by training that teaches employees the various elements of the new organization culture. If change is not supported by training and consistent support from managers, it will have a short lifespan and then things will go back to the way it always was.
Develop leaders — effective change management requires effective leaders and since many managers will be experiencing their own personal resistance, it is important to train them in leadership and change management. This will help the organization to ensure consistency in applying the change throughout the organization. As well, change often results in identifying front-line individuals who have previously unrecognized leadership skills.
The change of seasons is an optimal time to think strategically about your organization and to identify where you want to go in the future. Yet, when developing comprehensive strategic plans, it’s critically important to include concrete change management tactics that will help to ensure your organization culture is sufficiently adjusted to support your new strategic direction.