Are you on track with your changes for 2021?
The year is already well underway and, unsurprisingly, most people I talk to have a lot of changes in mind for 2021. What are you aiming for?
With the continuing fallout from the pandemic and the ongoing changes relating to Brexit, it seems there is enough to keep us all occupied for a little while yet. With so much to be done, pace and agility are ever more critical and yet they continue to be a challenge for most businesses.
A common approach is to add more people, especially in project roles, in the hope that the additional horsepower will lead to quicker progress. This can work in certain circumstances but in others it can add to the problem, increasing cost and even slowing progress in some circumstances. More project management or PMO doesn’t necessarily equal more progress but it always adds cost.
If you have that gut feeling that you could (even should) be moving more quickly there may be a place you’re not looking, or at least not closely enough. And you’re in good company because most don’t.
One of the biggest predictors of success is engagement. Specifically the degree to which your team or staff are emotionally invested in the changes or projects you are trying to get done. Put simply, the more they buy into it the more quickly and easily change happens.
Stating the obvious? Maybe, but the reality is that whilst engagement is recognised as a topic, it’s often paid little more than lip service. It’s one thing recognising it intellectually and developing engagement strategies but quite another to actually achieve it.
Our response to any change is always personal and some may find it exciting whilst for others it’s threatening. And what’s avoided in communications can be as damaging to engagement as what is said; we’re all great at joining the dots, often drawing a more pessimistic or dramatic picture than the real one. And if we feel threatened we dis-engage.
Don’t leave the level of engagement to chance – find out
Seeking honest feedback is critical. Whilst one to one discussions could and should be part of the answer there are two main challenges:
In face to face situations there may be a tendency for people to tell you what they think you want to hear, especially if they fear any judgement or repercussions.
At a practical level it can be hard to do this at scale, i.e. Where 100’s or even 1000’s of people are involved or affected.
Using a change readiness assessment that’s specifically designed to test for change engagement factors, can offer a useful alternative as anonymous surveys can encourage greater honesty and can be used easily at scale. See a sample one here and test your own engagement in a change you are familiar with: Check your Change Readiness
However you seek the feedback, the insights you gain by digging deeper will help you to get much smarter with your communications and actions. You’ll be able to target any weak areas in the confidence that it will have the biggest impact. And once the brakes are off, and the sources of resistance start to ease, the pace increases and the stress reduces.
So if you have a lot to get done this year, consider the fuel that will get you there, engagement. In other words, having your team want what you want as much as you do and feeling comfortable, even excited, for their future. Once you achieve that, everything gets so much easier.
Mark has over 25 years’ experience of fast paced transformational change, often in highly complex and political situations. He co-founded Applied Change 10 years ago with a clear purpose to push the thinking on human behaviour and human centred change. Most recently he’s been working closely with University of the West of England (UWE) Psychological Sciences Research Group to develop simple, practical models and tools that re-orientate our approach to business change, starting from the human perspective.