I like the idea that change is mostly about Leadership.
As a practitioner I have discovered that genuinely involving staff in implementing the change is the key.
Put simply, leading others to change themselves works best in the long-term.
A useful summary of the process I generally follow:
- Establish a sense of purpose. What is there to gain / What happens to us if we do not act?
- Identify early adopters and work with them from day one. Involve everyone, yes everyone, at all levels. Spot the “negatives” and try to tune into and comment on their chatter. Adopt strategies to diffuse it.
- Create a “story” about what work will be like when the change has happened. A realistic, believable, deliverable story. Tell it to everyone, at all levels, every day, until you are thoroughly bored with hearing it. Then tell it some more.
- Communicate, communicate, communicate, in appropriate…
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