Implementing change

Implementation

Change is a planned and managed transition from the status quo to the target state, with people, structures and policies moving in the same direction. It requires clear direction, constant interaction and the ability to ensure that decisions are translated into concrete action in everyday life.

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Change is necessary - but not necessarily uncontrollable

Business environments are volatile, uncertain, complex and unclear. The environment is subject to sudden, rapid and unpredictable changes, the information available in many situations is limited, there are many interacting variables, and the cause and effect relationships between situations can be ambiguous and unclear. In such an environment, change, both external and internal, is commonplace and the ability to adapt and successfully implement the required changes is the lifeblood of organisations.

Leading through change is about leadership. Leadership of plans, communication and action. Celebrating successes, learning from mistakes, changing course and addressing deviations. At More Than, we believe that change is not a curse word that inevitably raises quirky eyebrows, but an inspiring challenge that offers growth opportunities for organisations and individuals alike.

In most cases, we help our clients with different aspects of change:

Verbalising change - making the target state concrete
Planning for change - identifying the distance between the current state and the target state and translating it into a concrete plan
Communicating change - an inspiring way to generate a shared desire to do what is needed
Implementing change - what is happening in culture, leadership, processes and structures?
Ensuring change - of the newthe birth of a son establishes a new normal

If possible, implement changes in a planned and systematic way

If you are going to make a change, plan it carefully, communicate it often and systematically, and take the time to change your ways.

Change is an essential part of a company's development and success. Planning and implementing change is a critical part of an organisation's ability to adapt to a changing environment, remain competitive and achieve its objectives.

We approach the implementation of change through five steps

A clear vision and objectives.
1. Let's clarify what we want to achieve. What are the end results that the change is aiming for?
2. Let's tell the story of why we do what we are going to do. Why should people be inspired to make the change they want?
From vision to action.
1. Build a roadmap for change. How do we get from where we are now to where we want to go? What are the intermediate steps?
2. Translating the theories and ideas you've been thinking about into concrete action.
Management of activities.
1. Introduce agreed practices.
2. Establish systematic models for the introduction of new approaches.
3. Support in acquiring new skills.
4. Monitor the progress of the change.
5. Addressing anomalies and helping you move forward.
Time for implementation.
1. Communicate on change and its progress through multiple channels.
2. Let's share successes.
3. Reinforce learning, testing, training and action development.
Identifying results.
1. Replicate best practices in the organisation.
2. Recognition of successes and results.

These five steps are one presentation of how to plan and implement change so that it is more likely to succeed. In practice, planning for change requires an analysis of current and future needs and organisational objectives, while implementation requires a commitment to putting plans into practice, resource management, communication and adapting management processes to deliver change.

We help companies plan and implement the changes they need efficiently and effectively. If you have a change in mind and would like to discuss it with an expert, contact us!

Planning for change prepares for success

The old adage ’well planned is half done’ does not apply to change, because no plan is ever implemented as it stands - there are always variables and unexpected factors for which you have not been prepared. The purpose of a good plan is to have a clearly defined target state in case of variables, towards which you will move with varying policies, taking into account the circumstances.

When planning a change, you need to answer questions such as:

What do we want to achieve? What is the desired end result?
Why do we want what we want? What is the reason behind the change?
What will the company look like when the target state is reached? What are you doing differently than now?
What is leadership and pre-personal work like?
What is the interaction between people like?
What are the processes and structures?
What is the current state of the company, and how far is it from the target state?
What do we want to save from the current model/culture and what do we want to reform?
What steps can we take towards the future we want, so that we retain a sense of control and a belief that change is possible? What do we do first, what do we leave for later?
Who is responsible for implementing change? How will the change be monitored and measured?
How is change communicated? What is communicated, who communicates?
How is change managed, how is it reflected in structures and processes?

The list could go on and on, but the core message is clear: change is a whole, and it is more likely to happen when there is a clear picture and planned steps for implementation.

Do you need support to change?

We help our clients build plans to achieve different types and sizes of change in their organisation. The key thing to remember is that ”lasting change” comes from changing people's habits and culture, and that takes time and repetition.