| As a business consultant for many years, I\'m | | | | Often, I\'ll hear responses like, "We need products |
| often asked to define our change management | | | | that work better," or "we need more sales," or |
| model. Basically it narrows down to three | | | | "the staff isn\'t doing all they can," without an |
| important principles. | | | | in-depth look as to why. Most of the time the |
| Principle #1: Always focus on the first 5%. | | | | answer lies in what you are doing or not doing. All |
| The first few steps you take are always the | | | | it takes is someone to hold up the mirror and |
| most important and set the tone for the rest of | | | | clearly define themselves. One systems approach |
| the decision making and change management | | | | is to evaluate the organization\'s core values, |
| process. How well you articulate a clear picture of | | | | which are essential to success. Tough choices look |
| the future and engage the decision-making | | | | a whole lot easier when they are grounded in |
| members in a carefully moderated dialogue will | | | | clearly understood core values. |
| greatly determine the success of the initiative. It | | | | Principle #3: Find a good guide. |
| is important to understand the importance of | | | | An effective change management model can be |
| engaging as many people as you can right away | | | | achieved with an experienced guide who can set |
| -- the first five percent is crucial -- especially for | | | | the constructive tone, maintain an open mind, |
| those whose expertise can help for decision | | | | identify the key issues, articulate agreements, and |
| making. Despite any ideological differences, this | | | | keep the process moving forward. A guide should |
| strategy of initial engagement will always be the | | | | be able to offer models and examples from other |
| best approach (as opposed to shutting someone | | | | organizations and use these to inspire a solution. It |
| out completely). | | | | is also important to have the courage to deal with |
| Principle #2: Define the root problem. | | | | uncertainty and adversity, so a healthy sense of |
| Any change management model solution the | | | | humor, and strong backbone come in handy, too. |
| group comes up with will not matter unless the | | | | It is hard to find a good experienced guide, but |
| problem is defined clearly. In fact, 80% of the | | | | they are absolutely essential to a successful |
| solution is in asking the right questions to begin | | | | change management model. |
| with. I like to emphasize a systems approach. | | | | |