“He that can have patience can have what he will.” Benjamin Franklin courtesy of Wally Bock (who liked the earlier version of this).
As some will know, I’ve been working my way through Kotter’s eight steps in change leadership again recently. Step Six is to create short-term wins.
Most of the post below was written a little time ago. It was so well received that is doesn’t make sense to change it entirely but I have added a couple of further thoughts.
Nothing motivates and gives people confidence more than success. Give your company and your team a taste of victory early in the change process. Within a short time frame (this could be a month or a year, depending on the type of change), you’ll want to have results that your top team and staff can see. Without this, critics, negative thinkers and cynics might hurt your progress.
Big bang changes are fraught with risk and danger; so it makes sense, if you can, to break your change down into manageable modules. This gives you the opportunity to create short-term targets. These then build up to your overall long-term goal rather than having just one long-term event. It means you get early benefits.
You want each smaller target to be achievable, with little room for failure, particularly the early ones. Your change team may have to work very hard to come up with these targets, but each “win” that you produce can further motivate and inspire the entire organization. Your early wins inpire confidence so that people are prepared to stay with you for the rest of the journey.
What you can do:
Look for sure-fire projects that you can implement relatively quickly and without help from any strong critics of the change.
Don’t choose early targets that are expensive. You want to be able to justify the investment in each project.
Choose achievements with tangible results that are easily understood and, if possible, bring benefits to many
Thoroughly analyze the potential pros and cons of your targets and make sure you really understand what is required. If you don’t succeed with an early goal, it can hurt your entire change initiative.
Reward the people who help you meet the targets.
Publicize what you have done – get out there and wave your flags
I’d welcome your thoughts on this and if you would like help in leading or managing your change, please get in touch.
Leading Change – dealing with fears and facing up to resistance (wisewolftalking.com)
Leading Change – get your vision into people’s minds and keep it there! (wisewolftalking.com)
Leading Change – Creating a Powerful Guiding Coalition (wisewolftalking.com)
Leading Change – deciding who leads! (wisewolftalking.com)
Wendy Mason works as a personal and business coach, consultant and blogger. She has managed or advised on many different kinds of transition and she has worked with all kinds of people going through personal change. If you would like her help, email her at firstname.lastname@example.org ring ++44(0)2084610114 or ++44(0)7867681439 or