Learning by Experience 51

After working in the project for a while, you are now very convinced that this should be done, but let's see if the organization is?

We took a break this time… I mentioned that I had difficulties in 3 issues when I took the global mission in Basel; leadership without hierarchy, shaping a non-existent project, change management.
I want to talk about the third and final issue.
Change management is a topic that is on everyone's lips. I will try to express what needs to be done from the eyes of an engineer.

In my example, the change we are trying to manage; it was to put an end to some marketing-sales tactics that have been applied for decades and to introduce brand new activities into our lives instead. After working in the project for a while, you are now very convinced that this should be done, but let's see if the organization is?

I answer: No!

They want to preserve the status quo in organizations just like living things… because the version they have been successful so far, the version they know how to live, is the existing version, new experiences can bring great risks🙄
The steps you need to work fine like lace for the change you want to create;

1. Preparing a change story: Why we are making this change, what exactly will change, to support your belief in this issue with personal examples and to share what kind of future is envisioned after these changes. This story, which should be collected in a maximum of 1.5-2 pages, should be shared by all leaders in the organization in the same way.

2. Organizing change workshops: Organizing workshops in a format where all the main groups in the organization will talk about these changes, internalize them, and overcome their fears under the iceberg for a minimum of 1, preferably 2 days. We organized these workshops with all management teams in 110 countries.

3. The company's performance management, goals, adaptation of business processes to this change: When people are ready to change, this time the processes do not become an obstacle.

4. Managers immediately become “role models”: They make a special effort to reflect the change they want to see every day.

5. Determining and rewarding short-term success criteria to support change, sharing success stories, sharing results with routine reports.

6. Follow up very closely for at least one year in order to give feedback to all the steps I mentioned above, and constantly fine-tune all the necessary steps.