In an earlier post we said there were a number of recognized approaches to structuring a change management programme and we introduced the Kotter model
The model is based on research which showed that there are eight critical steps an organization or service needs to go through to ensure that change happens and sticks. This series of posts will consider these steps in greater detail. we have already dealt with Step One: Create Urgency, Step Two: Form a Powerful Coalition, Step Three: Create a Vision for Change, Step Four: Communicate the Vision and Step Five: Remove Obstacles
Step Six: Create Short-term Wins
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.
Create short-term targets which build up to your long- term goal rather than just one long-term goal. You want each smaller target to be achievable, with little room for failure. 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.
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.
- 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