10 tips to manage change
TRANSCRIPT
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“The hard stuff, like tools and templates, that’s usually plain sailing for a company. But the intangible, the human part is
the hardest thing to manage.”
Anneleen Tronquo, Partner at bluecrux
10 take-aways to manage change within
your organization
1. Make the intangible tangible
S= Q x A x PSuccess = Quality x Acceptance x People
Make the intangible tangible
2. Formally involve your change agents
“Make your change agents accountable: the change
project should be included in their targets or you can have
them sign a document that stipulates what is expected
from them. It’s crucial if you want to achieve sustainable
change from within.”
Tineke Van Vlaenderen, Supply Chain & Operations professional at bluecrux
3. Put together a well-balanced team
Put together a well-balanced team
“Make sure there is a powerful group guiding the change.”
Sunshine Yellow Earth Green
Fiery Red Cool Blue
Promoting & Supportive Supporting & Caring
Analytic & Correct
INTROVERTEXTRAVERT
TASK ORIENTED
FEELING ORIENTED
Controlling & Now!
Put together a well-balanced team
4. Script the critical moves
“Don’t focus on the destination alone, but also on
HOW you will get there: use checklists, a roadmap or a
documented way of working. The paralyzing part is often in
the details. Planning is therefore a
powerful communication instrument.”
Script the critical moves
5. Shrink the change
“By setting clean-cut sub-goals you make the journey
feasible for all of the team members. Produce short-term
wins and celebrate those. Nothing motivates more than
success!”
Shrink the change
6. Train the brain
“You can train the brain to do things differently than before.
The trick is to develop habits that allow you to move from the
consciously incompetent to the unconsciously competent. But
don’t underestimate the mental efforts this demands.”
Anneleen Tronquo, Partner at bluecrux
7. Don’t judge, but listen
“In 99% of the cases, someone who’s lagging
behind simply wants someone to talk to. Being
able to vent any feelings of uncertainty is sometimes
enough to make the resistance go away.”
Don’t judge, but listen
8. Acknowledge individual change
Awareness of the need for change
Desire to participate and support the change
Knowledge on how to change
Ability to implement required skills and behaviors
Reinforcement to sustain the change
Everyone at its own pace!
Acknowledge individual change: ADKAR
9. Don’t ignore the + of not changing
Don’t ignore the + of not changing
“Don’t be deaf to people who are resistant to the change
project. Value their feedback, even if it’s negative.
If you manage to convert them, you’ll send a powerful message
to the other team members.”
10. Empower others to act
“Arrange the working environment (systems, processes,
office) so that it facilitates the new approach. Or – and this is where a lot of companies fail –
define the right set of KPIs. Why not identify KPIs in terms of
process rather than output?”
Tineke Van Vlaenderen, Supply Chain & Operations professional at bluecrux
Changing a group of people is like…
8
… climbing a mountain.
Change your organization from within. Let’s embark on MountK.
[email protected]@bluecrux.com
www.bluecrux.com/mountk