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Posted by Joni Rose Sep 27, 2006 |
Leading a change initiative requires some planning. Change can be seen as a very frightening experience for some. It is best to take a temperature of your team to see if they feel ready for the change. It is also imperative to make sure the resources to back up the change initiative are in place.
1. Time
Big changes take time to implement. To roll out a large change initiative, try implementing it in stages or phases so that the adjustment is a gradual one. If time is not on your side, you may need to hire/transfer/borrow extra staff to give those that need time to get up to speed, the time they need.
2. Technological equipment
Are you making a change that requires technology? Do you have up to date equipment to support this? I see this time and time again, someone at the executive level thinks new software will revolutionize a process but forget that most of the staff have dinosaurs for computers.
3. Technological knowledge/comfort
If you are introducing new technology, have you designed training and technical support during the initial upgrade period?
4. Man/Woman power
Are your staff over-worked as it is and now you want to make radical changes or are on a dynamic growth curve. Be careful that you don't burn out your top performers by asking them to take on more and more with less and less.
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If you liked this blog entry, try Communication and Teamwork
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