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There are eight steps organizations should take before and during change implementation:
- Committed, Effective Sponsorship: Company and business unit leadership must accept change, own it, and demonstrate active support.
- Clear Definition of the Desired State: The short and long-term strategic vision and tactical goals must be well-defined from a structure, process, people and culture perspective.
- Rigorous Implementation of a Change Management Model: Utilize proven methodology for change staffed with internal resources who want to learn and external expertise committed to transferring knowledge.
- Mitigate Resistance: Identify the people who have to change and their reasons for resistance; design and deploy action steps to reduce that resistance.
- Active Governance Structure: Design a model for how teams will operate to ensure effective teamwork and problem resolution among leaders. Local teams should customize implementation for their own business unit and work in collaboration with the corporate-level team.
- Effective Communication: Repair broken communications channels and establish a "Change Headquarters" to help employees stay up-to-date on all communications and new change plans.
- One Team Approach: Provide multiple opportunities to collaborate and work in partnership with cross-functional representatives and experts.
- Availability, Willingness of Required Resources: Provide and leverage the right internal and external resources who are willing to learn.
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