Find out how
to achieve lasting, successful change |
Proven ideas for changing organisations and established
practices are:
- Involve people in the changes that will
affect them - people change, then they can change organisations
- Present the facts and supporting evidence in
a convincing way to clarify why change is needed
- Use a variety of carefully timed media releases
to broadcast your message
- Changing how people think and behave is
always more difficult than technical changes - be brave, experiment with some of the new
approaches becoming available and try to use peoples' natural desire for a better world
- Technical changes only work well when people make them
work. This usually means giving them the chance to come to terms with what the
changes mean for them personally. They need some space and time to do this effectively
- Sound preparation and briefing is essential,
and must be kept up-to-date
- The mindsets of people and the basis for decision
making often need to be changed to match the changing world
- Use the interesting and effective learning methods
that are becoming available
- Organisation cultures can be changed
but is never easy, requiring effective leadership, a well managed process and perseverance
- often years
- Keep people well informed, especially during
change programmes - it is easy for rumours and concerns (sometimes unfounded) to undermine
morale, damage performance and make change more difficult
- Major changes need to be carefully orchestrated by experienced
people who give time not only to their current responsibilities but also to managing
the change programme
- Senior people masterminding change programmes need to give simultaneous
attention to three things:
- maintaining current performance
- understanding the organisation's future potential
- changing it into a different organisation for
a different future
- Celebrate success to acknowledge what has
been achieved - this is very important and often neglected
- Day-to-day progress is often hard to perceive, so compare
the present with 5, or more, years ago:
- What are people thinking? How has this changed?
- What are people doing? What is different?
- What are the priorities? Which are crucial today?
Apply the secrets of
successful change and see the difference!
If you have a success story please use the Feedback Form to tell us!
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Last modified 3 August 1999