This past week, I was asked to do a seminar on Change Management for a group of managers at a local hospital. While all experts at their job, I was gob smacked at how little they knew about the process of managing change.
While not a certified expert in Change Management (c’mon, I’m only one itty bitty woman-I can’t be an expert at EVERYTHING!), I do have experience with it, having a corporate background. And, luckily, I have my handy-dandy big brother, Mark, who has 33 years of experience as a hospital administrator. He was a big help with this talk. (Thanks, Mark!)
I’ll share with you what I told them—there are a bunch of companies that have their own models of managing change, but all of them have the same basic principles. They’re just packaged differently. Think about all the motivational speakers out there—from Tony Robbins to Gabrielle Bernstein, they all try to help us live the best life possible. It’s the same message with each person giving it their own twist-kind of the same thing here.
SO, I put together a little “cheat sheet” with basic concepts that work for virtually every situation, in whatever business you’re in. I shared it with the hospital staff and now I’m sharing it with you. It doesn’t matter how big your company is or what industry you’re in. This stuff works across the board. And if it doesn’t…. blame Mark.
Change Management Fundamentals
What’s the difference between a model, process and plan?
Change Management Models (Systems) have been developed based on research and experience on how to best manage change within an organization or in your personal life. Most Change Management Models provide a supporting process that can apply to your organization or personal growth.
Change Management Processes include a sequence of steps or activities that move a change from inception to delivery.
Change Management Plans are developed to support a project to deliver a change. It is typically created during the planning stage of a Change Management Process.
Elements of an Effective Change Management Process:
1-Identify what will be changed/improved.
Knowing this creates a solid foundation from which to start.
-Identify the focus and clarify goals
-Identify the resources and individuals who will facilitate the process and lead the change
2-Present a solid case to stakeholders.
-Stakeholders can be upper management (CEO, CFO, etc); champions of the change; those who are directly responsible for instituting the new normal.
-What’s in it for them? All have different expectations and experiences and need to be convinced so they “buy-in.”
-How you approach each group is different. The constants are time, patience and communication.
3-Plan for the Change.
This is the roadmap.
-Start; route; endpoint.
-Integrate resources, the scope/objective and costs.
-Critical element is providing a multi-step process, not just what the change will be.
-Avoid shortcuts. Do the work. The shortcuts will come as the process progresses.
4-Provide Resources and Use Data for Evaluation.
-Resource identification and funding information are key elements. Can include infrastructure, equipment and software systems.
-Include told needed for education, training and reorganizing priorities and practices.
-Clear reporting helps communication and measurements of success.
-The MOST important element to utilize! All the above are dependent on good communication.
-All involved have certain skill-sets, knowledge and experience. Be aware of hierarchy, territory and corporate routines.
-Must have transparency and open conversation to provide avenues to vent frustrations, applaud achievements and modify what isn’t working.
6-Monitor and Manage Resistance, Dependencies and Budget Risks.
-While resistance is normal, it can threaten the success of the process.
-Why: Fear of the unknown, risk of impacting dependencies, ROI risk, and risk of allocating funds to something unproven.
-Arm leadership with tools to manage it. (be proactive if possible)
-Recognizing large and small achievements is essential for both teams and individuals.
8-Review, Revise and Reimagine.
-This is all an ongoing process. Even change management strategies will be adjusted as time goes on.
-Having these throughout the progression will help remove any roadblocks.
-Be fluid when needed.
That’s it! Let me know if you have questions, comments or how to incorporate play while making your changes. It helps!
See you later,