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The ‘where’, ‘what’ and ‘how’ of transformation & change

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The ‘where’, ‘what’ and ‘how’ of transformation & change

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There are three important questions to answer when trying to undertake change in your organisation. Where are we heading? What do we need to do to get there? How are we going to do it? Simple, right. So why is change so hard?

It comes down to who is answering these questions.

Leaders need to set the direction. This can (and should!) be done with input from lots of people, but ultimately, the leader needs to make the decision on where the business will head to improve performance.

But they are not necessarily close enough to what happens day-to-day to understand the implications of this.

Often leaders take the next step, usually with input from a consultant or their leadership team, who are also not close enough to the operations, and decide what we need to do to get from here to there. This is what creates surprises. No one likes surprises, particularly in business.

This is where the challenge lies. We then rely on communications to help people understand the context, the new direction, the solution and what this means, all in one go. The leaders have probably had months to think this through.

Makes it hard to get excited, doesn’t it?

What if, instead, we shared the new direction, what we are trying to achieve and why, and then leave the ‘what’ and ‘how’ to the true experts – the people who do this day in and day out?

This would mean:

  • People have a chance to think it through for themselves and come up with ideas for the ‘what’
  • More people are thinking about it, with diverse experience and capability, so there are more and/or better suggestions on what we can do
  • The leader can make a better informed decision
  • The solution will be a better solution as it is based on what happens in reality
  • No one is surprised
  • There is already positive momentum with the people who now need to make it happen

Everyone wins.

Easy, right?

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