When we design and plan the organizational changes we all to often forget to pinpoint the desired behavioral changes that is needed for the change to be successful.
From an overall organizational perspective we may just be changing one system, one structure or one simple process – but in fact, the change will be translated into a myriad of changes as it is digested down through the organization and translated into everyday working life. Each individual that is impacted directly og indirectly must adapt to the change by challenging his/her existing habits and behavior.
And make no mistake: One thing is working with the conscious, rational mind in the world of strategy, planning and learning – another is working with the unconscious, habit-oriented mind where we work by our ingrained routines, traditions and rituals. And to make sustainable changes we need to work with both mind states.
When was the last time you tried to break a bad habit – remember how hard it was?
Practical tips:
- Make sure you have a clear and convincing case for the change: WHAT is the change about, WHO will be impacted and HOW – and WHY are we doing this?
- Make sure to take the time to do a full impact analysis and map the needed behavioral change for the change to be successful
- Offer the needed training and coaching
- Consider which compensation or rewards you can offer to those putting in the biggest and most important effort
- Be clear on how to measure behavioral compliance – and be clear on what consequences non-compliance will have?
- Monitor and follow closely the important first 100 days
- Communicate progress to everyone
- Gather feedback pro actively
