At this time, we probably have a forming change team. It is now time to scope out the low hanging change fruit for quick and early wins. Early wins build momentum and confidence in the change initiative, but one has to choose an early win wisely. Have you every picked an orange fresh from the tree, peeled and then found it rotting from the core? Didn't want another orange right away did you? Same deal, with the early wins for your change initiative. On the flip side if you did pick a nice juicy orange, wouldn't it be easier to get others to join in next time?
When looking for an early win, keep in mine that it will be the foundational beam of your change. It should be purposefully considered and worth the investment of your change initiative. Here is a quick checklist to validate this is a good early win.
- The win can be implemented within 30 days
- The outcomes are noticeable and will resonate with others
- The outcomes are likely to be achieved, but it isn't no brainer solution
- The win and outcomes lines up with the overall change strategy
- The quick win and outcomes are marketable
- The quick win positions another quick win
Another key consideration is that the quick win must be marketable. Others should be able to hear of the quick win and have it resonate with them. Marketing can be done by word of mouth, champions pointing to the success, and through other standard techniques within your organization.
With our healthcare PMO, the tried and tested first quick win normally is a project dashboard. The executive leadership team provides acceptance and agreement to the information being provided. The IT leadership team provides transparency for their current efforts. It is all around a very good early win for a healthcare PMO.
Further Reading:
- 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?
- How to implement organizational change - We determined the current state of affairs, but where is our urgency?
- How to implement organizational change - We have a sense of urgency but what is our purpose and strategic vision?
- How to implement organizational change - We know our purpose and strategic vision, but can one change agent change the world?
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1 Comments to “How to implement organizational change - We have our change team, now where do we find our quick win.”
In our change work we often ask people to make "simple commitments" things they can do within thirty days that do not require approval from higher ups, and support the goals of the change process. For example, in one hospital nurses decided to pass our hot towels at the end of the shift to patients to help improve the patient experience. These quick wins build momentum.
I wonder how many people were involved in the change process and how many do you need to build momentum with?
Please share your thoughts and suggestions
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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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