Leadership Ideas for Busy People -5 stages for Leading Change

We live in complex times and change is the only constant. But it doesn’t have to be random and as leader you can scaffold the process. There are many models; Kotter has an 8 step one. Here’s my 5 step version if 8 is too many to remember, as it is for me.

• Prepare
• Plan
• Implement
• Review
• Embed

1. Prepare the ground. If a need for change has been identified, or even imposed externally, signal to all parties that changes are coming and importantly why they are happening. Prepare and use rational arguments to support the need for change. Model relishing change rather than seeming put upon. It presents an opportunity even when it does not initially appear so.

Consult as widely as possible and be prepared to use good ideas. Be clear about the status of consultation; enabling people to contribute to the new future rather than negotiating the best deal.

Expect resistance – this is natural but don’t be moved off track if change is imperative. Be prepared to make shifts where feasible.

2. Plan by creating a clear timed route map. Use a Change Team with staff from different levels across the organisation to prepare and deliver the plan. Decide whether you are going to start small, working with willing participants or involve the whole organisation.

Publicise the plan well so that everyone is in the know.  Build in early reviews – see stage 4

Be realistic about timing. It always takes longer than you think.

3. Implement as agreed and deliver the promises made. Use the Change Team to monitor implementation and to gather feedback. Give praise for people’s efforts to adopt new practices. Keep the momentum so that it is not possible to revert to old practices and default behaviours. Expect an implementation dip early in the change process. Be prepared to regain the momentum.

4. Review progress regularly. Take feedback early and frequently and make adaptations in the light of experience if necessary. Recognise and reward good progress towards the changes required. Be prepared for glitches and respond productively.

5. Embed new systems or procedures. Really this is about new behaviours and changing the culture of the organisation. Changing the way people do things. This takes times and like all big life changes needs a minimum of 2 years . Focus on the outcomes you want to achieve and what you want people in the organisation to think, feel say and do differently as a result of the changes to procedures and practices. Enable them to change overtime rather than overnight.

Look out for a forthcoming blog about dealing with resistance.

Michael Fullan (Leading in a Culture of Change) talks about seeing results as;

More good things happen

Fewer bad things happen.

How far can you live with change outcomes framed in this way?

Leadership Ideas for Busy People – 4 Ways to build and maintain an Effective Team

Here are 4 ways you can use to build and maintain an effective team.

1.

Be absolutely clear about core goals and have no more than 3 at any one time.  More than 3 and people can’t keep momentum at any one time.

Ideally do this through consensus building. Involve team members in identifying goals and give them a priority order.  Display the goals, share them with other relevant groups.

Keep revisiting your goals and assessing progress. If your goals are SMART goals reviewing is easier. Goals drive the business and clarity is essential.

2.

Make sure all team members know what they have to do to deliver the goals. This is not about job descriptions but what people actually do in practice.  Team members also need to understand what roles other people have and how they might work together and support each other and avoid overlap where possible. In other word team member roles are clear and transparent and regularly revisited to make adjustments where necessary.

3.

The team needs good processes to do their work. Efficient systems, structures and resources need to be in place to enable team members to be effective.  If the infrastructure is still to develop acknowledge the challenges and adjust requirements where practical. Ensure systems are reviewed and be prepared to ditch old ways and try new approaches where feasible. Team meetings especially need to be efficient and productive use of people’s time. Look out for a forthcoming blog on improving team meetings.

4.

Work hard to build team relationships. This is really crucial. It’s not about everybody liking each other and being chummy. It is about good professional inter-relations where differences of perspective are valued but do not become personal. Ensure members get equal air time and invite them to take on different positions in the meeting; summarising a discussion, presenting the case against an idea or proposing ideas about how to overcome some barriers. Celebrate successes no matter how small and try to recognise everyone’s efforts regularly. Start team meetings with each member sharing some current success. Plan some team time with treats according to your circumstances. Promote a can do culture within the team.

Richard Beckhard’s research identified 4 key aspects of effective teams and they provide a useful mantra.

• Goals
• Roles
• Processes
• Relationships

How do you rate your team under those 4 headings?