"To boost the chances of success, leaders need to find clear answers to these five critical change-related questions: 1. Who Needs to Change? Begin by identifying the specific individuals who need to make the changes-the "target group." These individuals need to be fully on board. Beyond this target group is a "secondary group" that needs to support the target group. The secondary group can include the target group's employees and other individuals who influence the target group members."
"2. What Specific Changes Are Required? Change can often feel overwhelming, yet only a few targeted shifts can make a real difference. The key is to classify exactly what must change. Be specific in stating change-related goals. For example, "First-line managers must review and discuss the new quality metrics at each weekly staff meeting," or "Each vice president should cut policies and job descriptions by 30 percent.""
Organizations face rapid change and high failure rates for initiatives, with nearly 70 percent falling short of desired results. Leaders must answer five critical change-related questions to increase success. First, identify the target group and the secondary group that must support them. Second, define specific, measurable changes and concrete actions. Third, assess whether the target group possesses the necessary knowledge, skills, and resources, and conduct needs assessments to identify gaps. Address gaps through targeted interventions such as training, resource allocation, and role redesign to enable effective adoption of new responsibilities.
Read at Psychology Today
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