1. Just telling people to do it.
2. Designing the perfect solution … processes, technology, organisation structure.
3. Just expecting people to get on with it.
4. Signing the cheque, signing the charter and then moving on.
5. Letting middle managers figure out what they need to do by themselves.
6. Telling people what would happen to them if they didn’t comply.
7. Communicating project timelines, milestones and design details.
8. Ignoring the people side of change.
8 STEPS TO CHANGE SUCCESS
1. Make a compelling case for why the change is needed.
2. Spend as much time managing people through the change as developing the right answer.
3. Recognise that the desire to change is a personal choice.
4. Ensure senior leaders are active and visible sponsors throughout the change.
5. Engage middle managers as change leaders and as critical feedback channels.
6. Try to anticipate resistance and work on proactively addressing objections and concerns.
7. Communicate key messages e.g. why the change is needed, what’s in it for me etc.
8. Apply effective change management tools and techniques.
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