Common Questions in Training
By Beckie Schretter
Did you know Change Guides has certified scores of change management professionals in our principles, methodology and tools through the Change Management Certification class? The best part of teaching these classes is learning from each other as we share well-earned wisdom throughout the three days.
Here are some questions that often come up.
1. What tools are required for every change initiative?
There are no mandatory tools; however, there are 4 tools I use on virtually every change project to establish a firm foundation.
The first tool is the Stakeholder Analysis tool which captures the impact the change will have on each impacted group. Capturing concerns focuses us on finding answers to help facilitate the transition.
The second tool is the Change Management Communication Plan which lays out the communications needs to drive change for each stakeholder group. My favorite idea is to link communication objectives to the Change Guides Commitment Curve.
The third tool is the Change Management Workplan to keep track of the tasks and next steps required. Managing these tasks ensures they get done in a timely manner.
The last tool is either a Change Readiness Audit or a Commitment Assessment to get feedback. Do these tools multiple times throughout the project to get trend data on change readiness.
When participants understand resistance as feedback it alters how we talk about and approach perceived resistance. We begin to strive for understanding, asking what is underlying the resistance. This understanding
allows us to start address those needs.
3. What do you do when leaders are not aligned on the change initiative benefits or priority?
First confirm the leaders fully understand the change vision and benefits. Consider interviewing your key
executive sponsors and leaders using selected questions from the Leader Alignment Interview tool to gather data that will help facilitate an alignment conversation. Engage the executive sponsor by inviting him/her to the
meeting to help clarify expectations. Also, use the Leader Involvement Plan to share agreed upon messages or to take aligned action.
4. Can Change Guides Tools work on transformational change such as culture, new leaders or M&A changes?
The Change Guides tools work on all types of organizational changes because you can choose and adapt the tools for each unique situation. For example, when going through a culture change, the Systems and Structures Action Plan helps teams address those infrastructure areas where employee behaviors are most rewarded.
5. How can we succeed when the change management is starting so late in the project?
The closer a project is to implementation, the bigger the productivity dip and the slower the project benefits will be realized… and the deeper the frustration from stakeholders. Get focused on the critical stakeholder paths first and prepare for some remediation after the go live. People will appreciate your change efforts regardless.