On 09/01/2015 we looked at how front end communication is the key. Quite often, in a change situation, other factors can speak out louder either at the beginning or if things don’t appear to be on track. Budgets, the need to up-skill or training requirements to get new processes and system’s rolling sooner rather than later could throw a spanner in the works.
Today we will look at a scenario where skipped steps and knowledge building can sabotage a change initiative. Here Mum is concerned the style and finesse of her daughters dancing was not up the level of the other dancers in her class. Mum searched the internet for clips of others learning to dance, how to improve certain steps and even bought a Strictly Come Dancing Dance School DVD (other instructional DVD’s are available) where you can learn the steps before going out onto the ‘dance floor.’ With a little parental persuasion, Mum was able to get her daughter to watch part of the DVD. After that, the DVD remained untouched… Grr Mum was not a happy Mum.
Her attempts to educate her daughter failed and only resulted in a very frustrated parent. She finally sat down with her daughter and asked her why she would not watch the DVD properly and use it to improve her dancing. The daughter replied she just enjoyed dancing and being with her friends in the class. It did not matter to her if her style was not as good as some of the others in the class.
(Now, I will use this scenario again when we move onto goal planning in a week or two (Watch out for The Little Guide to Making Goals Stick series to follow)
Back to our change model. In this example, Mum skipped steps. Remember last week we looked at ‘How can I stay in Control of the Change Process?’ Joe and Ben were our stars of the day. We identified the five key steps to change at work to help us stay in control – awareness, desire, knowledge, ability and reinforcement. Mum skipped steps and went straight from awareness to knowledge. Her daughter had no desire to change and was content to be out there participating in the class and being with her friends. Mums efforts to build knowledge failed because her daughter lacked the desire to change.
Even in many more enlightened organisations, who recognise knowledge and training needs and create an implementation plan to encompass this, by skipping the desire building, lack luster performance and eventually project issues, delays or even failure become a real risk. and potential resistance.
So, as an employee, how does knowing this, support me to manage myself through the changes going on?
Consider yourself one of the lucky ones. This situation presents an opportunity for you to speak out, either by raising a concern in the appropriate quarter or by becoming an advocate for the change. You can choose to be a mentor or coach to other employees. You may be able to participate on extended teams to support activities as well as being active in the deployment of the change.
Tomorrow, we run through an exercise to help understand the usefulness of using this five factor model. I will guide you through a situation personal to you, to help you separate the different elements. By the end of it you will be quite enlightened as to where you personally sit with regard to change, learning to recognise you own beliefs and behaviour around change.