Many managers have difficulties diagnosing what actually needs to change within their department or business, and then worry about how to plan for it.
When change has been recognised as a key component to successful future performance, it is time to analyse what steps you can take to implement it. There are several questions that need to be addressed at this point:
What are our performance gaps between actual and desired states?
You must be absolutely clear on what the current performance is and where you want it to be
What are the reasons for this gap?
Do you have the right resources and people in place, and are the reasons for shortfall within your area of influence?
What are our specific goals?
These are different to what we want to achieve overall, as they are more specific and precise
Who are the involved stakeholders?
Who exactly will be affected and involved in any changes we implement?
What processes will have to change to achieve the goals?
If there are process-changes needed, what implications will they have on clients or other parts of the business?
What consequences do we anticipate from the changes?
What other areas will be affected if we go through with it?
Who will be responsible for the change?
Do they know what their roles will be during the process?
How will we measure success?
Milestones have to be put in along the way, so we can see we are plotting the right direction for a successful implementation
By clarifying these thoughts, you give yourself great opportunities to plan any change initiative successfully.
Looking for more advice on change management? Try these articles:
(Image by photostock at FreeDigitalPhotos.Net)
Originally published: 8 May, 2012
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