In the last decade, almost every customer I have engaged with during an implementation of new technologies, expressed feelings; overwhelmed, frustrated and even confused. I took that as a learning opportunity and started to explore different methods to how I was consulting these unhappy and confused customers.
Consulting is an Art. Consulting is Agile.
I started deeper conversations with clients, quickly realized it was the workplace culture and how leadership was not managing the transition effectively.
I started researching resistance change in workplace. That is when fell upon Dale Carnegie class on “Lead Change Effectively”.
I am about to blow your minds with Dale Carnegie’s: 8 Most Common Change Leadership Mistakes.
Please know these are my responses and did you know based off Carnegies’ 8 categories.
1. Implementing too much change in too short a timeframe
- YES! This is number one in my consulting book. Seems like customers want to have everything ‘done’ for go-live with an unrealistic date picked without thinking of the impact on users and the their experience.
- Response: Clients’ and Consultants slow down and consider a phased approach to the next change. With a phased approach, users get to ‘real’ life experience using the tool, and might express pain for manual processes.
- Did you know: User’s pain will quickly turn into motivation for the next phase. This also gives the users skin in the game, be listen too and overall increase user adoption.
2. Lack of a long term vision and strategy
- Oh another great one! With an implementation of new technology, consultant partners do a great job getting customers to the finish line.
- Response: Clients’ will want to ensure the change ties back to a business strategy with a vision of long term goals.
- Did you know: Planning and staffing for how to manage this ongoing change have a great impact on the business long term vision.
3. Not making a convincing case for change
- Yuppers! Leadership knows why change is happening, but does the Staff?
- Response: Leadership start conversations early, asking input and feedback about the change. It’s amazing how quickly buy-in happens and excitement will happen when there is continued conversations.
- Did you know: Communication is a key method to adopting change in the workplace.
4. Limited individuals skills
- In my Consulting book, this would be number 2.
- Response: Leadership make sure skillset on the team have been identified either before project kicks off or immediately following the change. Make sure to invest in training in additional training for those individuals managing the change.
- Did you know: Leaders who plan ahead and include training costs in budget, have smoother transitions and less resistance to change.
Half way done. Thought I would make sure readers understand the bullet points listed are my thoughts. But Carnegie studies provided the 8 common mistakes. Back at it…
5. Shortage of organizational resources
- This is hard one for companies to understand and/or plan for, as they do not know what they do not know.
- Response: Very common when initiatives start strong, but then day-day work happens for project members, slowing and delaying the results of project.
- Did you know: Having a resource dedicated to the managing the change effort will result in seeing the change to completion. Third parties seems to be best partners for this role.
6. Leadership resistance to changing roles
- Ouch! This is one really hurts any change.
- Response: Resist may occur when leaders see an eroding of their control or responsibility as an outcome of the change. Make sure this is addressed before implementation change is consider.
- Did you know: Bottom up approach is hard method and lacks the ability to impact behavior. Typically, results in the staff leaving the organization.
7. Failing to integrate and align all change initiatives
- Believe it or not, I see this a lot in my role.
- Response: Think about all the other systems and processes that may be impacted before starting the project. Consider flow diagrams to show the flow of data, processes and think how this will effect the change. (Risk Analysis, for the Project Managers reading this).
- Did you know: If this is not thought through in the beginning of the project planning, it will quickly caught up and impact cost and delay timeline.
8. Poor follow-through, measurement and monitoring of change outcomes
- This is key to understanding how the culture handles transition.
- Response: A. GAME Consulting are experts to help Clients define key measurements upfront and throughout the project.
- Did you know: Questions to consider how much were systems and processes improved by the change? How well was the change accepted and embraced. These questions are never asked during implementation and should be practice.
As a strategist for change, A.GAME Consulting will assist clients to save time, eliminate confusion and bring cost-effective solutions for long-term success in adapting change. We focus on the resistance to change and understand behaviors in the workplace during transitions.
A.GAME will work one-one; on project teams; or provide small group training to professionals to become change leaders at their workplace.
I hope you enjoyed my take on the 8 common mistakes made by leaders. Reach out anytime via @chattyadmn on twitter and continue the conversation on change.
ChattyAdmin 