The first step in starting the Managing Change Process is to be sure the right leadership team in place. It is not appropriate here to go into the details, as that would require a lengthy article. A brief description would be that the leadership team has the right structure, capable individuals in those positions and the group truly functions as a team. Functioning as a team requires reaching true consensus on major decisions and using a facilitator as examples. Managing Change without teamwork makes successfully implementation very difficult. Many organizations fail because key people fail to truly support the plan.
The model on the right indicates that the first step in the process of developing a Change Process is to develop a Vision. Multiple documents collectively make up the Vision. Many different ones can be used but I have found three that seem to be the best for most organizations. They are a Mission, Values and a Vivid Image. There are no standard definitions in the business world for these terms. For example what some organizations call a Mission others call it a Purpose and others a Vision. I have definitions that I use and will share them at this time.
Ø Mission: Why an organization exists; what it is striving to achieve at a high level; one to two sentences. Examples can be found by looking at documents from public companies.
Ø Values: How work is to be conducted; behavior guides; expectations of everyone in the organization; no more than 5-7; all personnel must be held accountable to these. Examples could include: honesty & integrity, creativity, teamwork, hard work and continuous improvement.
Ø Vivid Image: What organization will look like in 3-5 years if the mission was achieved and the values truly describe the culture. It is written in the present tense as though it has already happened. Descriptions in areas of customers, employees, processes, community, change and performance should be considered. Doles not include how to get there. Limited to one page.
The process for developing the documents should start with just a draft at the initial leadership team meeting. No final decisions should be made before members have time to think about and discuss these very important decisions and solicit input from others. Obtaining input from others would bring about possible additional good ideas to consider and even more importantly obtain understanding and support. Ultimately the leaders have the responsibility to make the final decision. Leaders need to be aware that when they describe their Vision they must be realistic. Do not develop documents that just look good. That is easy to do. Remember the higher the bar is set the more effort that will be required to achieve. The worse option is to have a Vision and it is clear to the organization that you are not making progress toward achieving it.
The next steps in this Managing Change Process will develop a plan for achieving this Vision. The next update will be in two weeks.
