Yesterday we looked at the action steps to be considered depending on the choices you can make with regard to your acceptance of the change, or your desire.
Today we will look at how to stay sane as you go through the knowledge gathering period, how to use various methods to build new skills and behaviours and how to reinforce the changes in yourself.
As we examine the knowledge phase, patience is important. Much knowledge will be gleaned as the change takes place. This may seem a little sporadic at times, so expect this and you will save yourself a lot of frustration. You should actively pursue information. This can be in the form of meetings, presentations, news bulletins and various other types of media. What should you look for?
Clear definition of the change
Each element of the change, whether it be new business processes, technology or tools, the impact on the organisation and changes to job roles should be clearly explained and defined. Remember though, for some changes, these take time to develop.
Training and Education
Much of this information and training will be developed along the way. Each area of change should have training programmes or information available. These should include how to use new systems, processes and tools.
New Measures of Performance or KPI’s
New expectations for performance need to be clearly defined and communicated to everyone.
How the change will impact you
This is the time to find out what is expected of you. Seek out information that explains how the change will impact you.
How will this change impact my work?
What will change for me on a daily basis?
What new skills and knowledge do I need?
Remember, change is a process. Developing the ability to change means adopting new habits and learning new skills. This takes time (remember learning to drive?) Simply attending courses won’t be enough – sorry. You will need on going coaching and support mechanisms.
In the new environment you will come across circumstances that will not match what you learned in training. You may be tempted to revert to ‘the old’ way because of the uncertainty. Instead raise the issue and help work thought problems with the new way.
When gaps persist, seek additional training to close them. Continually work to develop new skills and behaviours.
HOT TIP – You can use various methods to build new skills so try this:
Monitor your own performance and check yourself against the objective of the change.
This really helps to keep you orientated in the right direction without getting distracted in the detail.
Be positive, persistent and results orientated. Keep up with the training and development programmes in areas you have skills gaps. Be patient – remember it takes time!
In true News at TEN style
AND FINALLY – Reinforcing the change is just as important as implementing it. Our natural human tendency is to revert to ‘the old way.’ Every individual plays an important part in reinforcing the new way of working.
Seek support, help to solve problems, avoid using old practices, raise issues and follow them up. Encourage others to do the same.
Tomorrow we will look at highlights of The Little Guide to Change, provide you with some extra tips and complete the series some guidance around some of the mechanisms that can be put in place by a change team. If you are part of a change team, this will help you to understand you role more clearly. If not, you will have more insight as to how you can contribute to the change.
If you have any questions, please call me on 01606 76007 or contact us online.