Be Aware!

Do we expect those that don’t see the path to take it?

Managing change through awareness

The change process, as with any business improvement initiative, is a simple concept – a call to change, review what might be broken or needed, design it, implement it, and repeat. Simple yes, but not so easy.

 If you have been part of a change process, whether leading it, doing it, or a receiver of it, you have recognized the process does not always go as smooth as expected. In fact, some predict that it will not go smoothly at all – “some may not make the cut”, as the “justification” goes.

 Change, big change, is a complex process that requires attention to detail if it is to be properly identified, designed, and executed. Some exclaim the problem must be correctly stated, others suggest most of the energy is in the new design, and many argue execution is everything. The reality is all three notions are fundamental to change.

 A common element to these change requirements is awareness. It may appear as a statement from Captain Obvious, but only because it is. What is not so obvious is change teams are not always aware of this, or at least not to the extent they need to be.  The process of awareness transcends the entire change project, but more importantly, fuels continuous improvement momentum. More on that later. 

 Below are considerations for awareness within each aspect of the change process.

Call to change – messaging is important

 Are the objectives and outcomes clearly understood by all the stakeholders? If not, how can you guarantee all stakeholders are working in unison, and worse, “fighting” against each other? Given the requirement for a unified view, and wanting “pedal to the metal” the messaging needs be clear and concise and constantly reinforced.  

 Assessment – knowing the real what’s and why’s

 Telling your story about what you do, what works, and what doesn’t, often has more benefit than the initiative itself – the understatement of this post.  Being made aware of my impact to the downstream team is motivational - and for those “cup-half-empty” folk, who aspires to be a “weak link”?  Consider new hires with sixty minutes of orientation which includes forty-five of it with HR signing code of conduct and benefit forms. It is the mother of process deficiency, and we wonder how we got there. Further, bringing awareness to the team of the individuals’ contribution by itself provides recognition, but also, immediate and low-cost improvement gains within and outside of the project . Some low-hanging fruit there.

 Opportunity Discovery – Not all ideas are good , but often lead to it

 Being aware of new ideas generates a sense of adventure. Expressing thoughts and raising awareness of possibilities is a fundamental driver of creativity. Simply being aware of what your teammates are thinking can be motivational - given the right culture. It also is a significant factor in project acceptance come time to implement – no one is blindsided, an they are better prepared to pivot. 

 Implementation – Walk the Talk

 As the rubber hits the road, you want everyone on board to focus on change, be aware of it, and be aware of what is working and not working. A heightened sense of awareness allows the team to adjust sails as the boat begins to rock.  Being aware of failures is almost as important of being aware of successes. Is staff aware of their colleagues’ contribution – in any of the change phases? What role does recognition, and self-recognition play in cultural behavior? Further, consider how it impacts “continuous improvement” – the elusive holy grail of business improvement.

I can add post-implementation review, but for sake of limiting the post, and in true fashion, I’ll drop it like all good projects do. There is a hidden message there….

 Summary - Apply “awareness”

 All said, it calls to question to change agents, and especially change leaders, how effectively does the team react to change, and more importantly, how can they apply awareness to the improvement initiative. Inspire dialogue centered around awareness, not finger-pointing and judgement. As a group, the collective awareness eases the brakes and greases the propensity to change – successfully, with speed and the most impact.

 As leaders of change, how do you raise awareness to your team?