Change Acceptance – here is how it works!
One of the key tasks of a leader is to manage sustained change. I support you implementing changes in your company by following a structured process.
At the heart of any change effort are people who make individual commitments to move the change forward. The objective of the work of change acceptance is to have that individual effort mobilized and committed. All the other elements touch it, are linked to it, drive towards it.
1. Focused Leadership
Leadership, whether as sponsoring executive or team leaders, provides focus and motivates commitment through their visible actions and behaviors around communication, resourcing and their time and attention to the change.
2. Compelling Business Model
The change must originate from a business requirement that is either a response to a threat or a movement toward an opportunity and must speak in such a way as to provide motivation to get others on board.
3. Shared Future State
The future is expressed in such a way that it creates a picture of what the change will look like and people can see what they will be doing differently when the change is fully functioning and in place.
4. Map the Transition
Just as a topological map depicts the layout of the land and provides direction to a destination, so must change be charted and planned, providing steps toward the vision.
5. Engage Support and Resistance
Actively seeking out resistance and leveraging the support of those behind the change enhances the change efforts by learning and responding to differing input.
6. Integrate the change
Driving the change into the DNA of the organization to insure staying power; involves replacing old mindsets, systems and structures and inserting new actions and behaviors.
Assess and Adjust
Throughout the change there is a constant movement, collecting and learning from the input of key stake holders and adapting the change effort in response to the input.
The Change Acceptance Process