Change is a journey, and few journeys go according to plan
This article, from Mc Kinsey, focuses on how to ensure that plans developed during previous stage (change roadmap) stay on track and evolve when necessary, leaders must give employees a sense of ownership in the process, as well as the energy needed to change.
This article give 8 keys on how to generate ownership and energy for success to lead large-scale change
1-To estalish a strong governance, how to structure it, which roles to define
2- Choose scale-up methods : do not led the effort of change on personal influence, because it will be hard to replicate, trust new systems, and use POC and POF
3-Monitor progress and adjust the program dynamically : provide view of progress and impact through relevant metrics and milestones. When it does, change programs are 7.3 times more likely to succeed.
5-Mobilize influencers,three types : the mavens, the connectors, the salespeople
6-Make change personal for a critical mass of leaders : programs must rely partly on leaders to role model the new behavior
7-Use high-impact two-way communications : high-impact two-way communications that energize the organization—makes change programs four times more likely to succeed. “The simpler the message, the easier it is to deliver. The simpler the message, the more likely it is to be consistent. The simpler the message, the easier it is to control and manage the communication.”
8-Masterstroke: Motivate through social contracts : The best change leaders use small, unexpected nonfinancial rewards and recognition to great effect, discover exemples
Do not hesitate to share your comments, ideas