IMPLEMENTATION
There are many ways to implement a change in an organization. What is most effective for your particular change project depends on many different factors.
Do you want to read about different strategies / models for implementing a change to get inspiration on how to succeed in your change work? Welcome to explore...!
There are lots of recognized good models for understanding and leading change. However, this only raises new questions ...
Why are there so many different strategies / models for creating change?
Do all strategies / models work for all types of change projects or just some?
How should I know which strategy / model to use when and which to avoid?
Here I have tried to gather some useful change strategies / models to implement a change, but at the same time tried to put them in a larger context.
In order to succeed with your change project, many of the models need to be supplemented with a preparatory work and an after-work project in order to be truly successful. I describe a more complete plan for a change project under the section "Change plans". If you have not already read it, feel free to read it first ... - Read more here
Overall parts of a generic change plan
To create conditions for the change project.
A preparatory step that contains the important sub-steps to, among other things, develop and make visible the urgent motives for change, secure the management's commitment and a considerable group of change leaders and the direction for where we strive.
Activities that should always be carried out in this phase:
- Strategic analysis / SWOT analysis to identify the urgent motives for change
- Mobilization of the leadership
- Objectives workshop to specify the goals of the change project (including metrics)
- Identify and develop change leaders (managers and others)
- Recommended activities in addition to these:
- Analysis of the organization's capacity for change and measures to strengthen it
- Risk analysis
- Target group analysis
- Communication analysis
Broad involvement in planning the change work.
Includes processes for involvement to ensure good analyzes, decision materials and improvement / implementation proposals to succeed with the change project and create a commitment to implementation.
Typical strategies / models to use in this phase:
- The large group conferences Future Search or Open Space
- Workshop work based on the Four Rooms of Change, Ellström's model for development-oriented learning or Relationship Coordination
- Other workshop methods where managers / employees are involved in analyzing a change and developing proposals for change projects
To work with broad communication and change.
Includes models / processes for planning, communication, competence development and the work of changing attitudes, structures and working methods as well as learning.
Typical strategies / models to use in this phase:
- Implementation with the support of ADKAR
- Implementation based on six change strategies from "How to have influence"
- Implementation of the results of workshop work based on the Four Rooms of Change, Ellström's model for development-oriented learning or Relationship Coordination
- m.fl ....
To anchor the new and continue working with continuous improvements.
To ensure that the organization works according to the best known working methods and conducts continuous work with continuous improvements of the business.
Typical strategies / models to use in this phase:
- Continuous development of working methods through the Lean / Toyota Production System or other Development-in-everyday-working methods
More comprehensive change management processes - which contain all or more of the overall parts - can be found under the heading "Change plans" Read more