How to Affect Change(Part III)

Human nature should not allow an organization to be shut down, but it does mean that time will be required to implement change.  You can not create an environment where individuals feel threatened to the change, rather they should feel encouraged to support the effort.  What does this mean and how is it accomplished?  Consider a scenario with Mary Elizabeth who worked in the technology for 25 years; Mary was well respected and established in her ways.  Mary Elizabeth might be in need of a little prodding due to her resistance to the new direction of the company having long established controls, processes and tradition in her work flow.  Even the shift in roles and responsibilities might present a challenge.  In this case you might want to begin by explaining how the current condition would continue to present further setbacks, that support for change is expected from new comers as well as veterans.  And following up with the something like the valuable knowledge that she offers in terms of parts of the old system that are successful and yet areas that require a new infusion in order to meet the organizational changes.  Detailing how these changes should be felt and thus should be implemented throughout, that each department and individual will be held accountable is a key part of the communication.

Another important event that needs to occur is integration.  Once an assessment of the players on the team, the affected stakeholders, and the technology or capital investments required is done, a solid plan should be sketched for how these new ideologies will fit together.  A special implementation team at the highest level is a good idea.  Here is where you discover the depth of your work. By this time the adjustments in staffing are in motion, determining what technical support structures are needed all come together.  Remember testing is still occurring during this phase (on the capital or technology side,) as the programs or equipment needed still requires benchmarks to determine the level of effective integrity for your organizations needs.  Suppliers should play a key role here as well, so you don't have to make a full investment until your gains can be fully realized.  The other side of the confidence comes in having the right players on your team who can accurately test for the necessary design integrity, maximizing productivity.  While this is occurring you are simultaneously preparing your team around the required cultural changes.