June 2, 2009
Our change agent has surveyed the lay of the land. Now time to get the organization to cross the change river. Our change agent should begin by building a sense of urgency. Strategy without action is just a dream. We need the sense of urgency to start to motivate those suffering from inertia. A good ratio to keep in mind is the 80/20 rule (80 percent of the leadership team needs to be in agreement with the change) Continuing to use our example of a PMO in a healthcare environment, our change agent should start with the reality and the brutal facts, then he should relay the sound reasoning for the change. This should be communicated via all the learning vehicles. The motto eight ways eight times is good here. Another technique is to engage individuals rational emotions. The justification needs to have a little drama. Drama triggers an emotional response, which will make the message memorable. Once everyone sees the same picture, individuals normally see the need for the change and are willing to contribute. Every now and then you will encounter the "closed mind". The closed mind is just not open to receive any ideas. Sometimes you get the "no-nos", these are the individuals who go around dissenting with very change idea. These individuals fall into a couple different categories
- Individuals who are against the change and open about it. Here the tactic should be honest open dialogue.
- Individuals who are against the change and NOT open about it. Here you have the political poisons. Normally these individuals rely on passive aggressive political games. The best tactic here is for our change agent to have leadership's agreement that his is the definitive voice on the matter. The change agent should always actively obtain leaderships agreement to his status. Hopefully, the political poisons will have an open and upfront conversation although more than likely they will stew in silence. Eventually these individuals will move on to other seats in the bus, if the leadership support is with the change agent.
- How to implement organizational change - Do we really want it?
- How to implement organizational change - We think we want it, but how do we know?
- How to implement organizational change - We know we want it, but who is going to do it?
- How to implement organizational change - We know who but what is their first step?
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Welcome to the Healthcare IT Project Management Blog of Elyse Nielsen. This is the place where I share the ideas I have learned, the things I’d like to remember, and my thoughts for a brighter future. Find out more.
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