4 steps to a successful change

In order for a change to be successful, it could be broken down into 4 key steps:

Identify a Deep Level of Resolve and see if there is an appetite for change

In order to make the change successful, what is required is a deep level of resolve: the determination, fortitude, and steadfastness to stop paying what has become or will become an inordinate price for the existing conditions. In order to make this determination two things have to be profoundly considered: -

• Current problems and current opportunities

• Anticipated problems and anticipated opportunities

It should always be accepted at the senior levels that change is risky and expensive. This acceptance of the risk and a will to go forward with the belief that the benefits of change far outweigh the cost of transition is extremely important. If this resolve doesn’t exist, it is better to step back right here and reevaluate the change.

Change Process should be considered a dynamic ongoing event

If the projects are considered to be events that have a distinct before and after, as onetime shots that fire or fizzle, it would lead to trouble. Change has to be considered as a dynamic ongoing process rather than a binary event.

Identify Roles of Change

Daryl Conner in his book "Managing the Speed of Change" breaks down the stake holders into four critical roles: -

• Sponsors: Individuals with the sanctioning power to drive the change.

• Agents: Individuals responsible for facilitating the implementation of a change project

• Targets: are individuals on the receiving end of the change.

• Advocates: Supporters of the change without enough authority.

It is imperative that these roles are identified early on in the process.

Gain Sponsor Commitment

Of the four roles mentioned above, it is very important to remember that the most critical role is that of the sponsor. Gaining a strong sponsor commitment definitely mitigates the most daunting political or logistical obstacles.