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Topics: Change Management
What techniques have you found to be impactful to make a change "sticky" in your organization?
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How do you effectively get a change created by a project to stick? We all have some level of fear, or apprehension, of change. What have you found that works in order to get implemented changes to take roots?
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- The management and leadership need to show commitment to organizational change.
- The change initiatives need to be aligned with department and organization goals.
- Organizational structure may need to change to align with the change initiatives.
- Communicate clearly on the value propositions of new skills and competencies that bring to employees, teams, and organization level.
- Communicate clearly on required skills and behavior from employees to implement and adopt to the change.
- Monitor and review change outcomes. Create viable alternatives or contingency plans to handle resistance, poor outcomes, and other issues.
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When I successfully managed an EMR implementation years ago, I communicated the goals and benefits clearly to key stakeholders and made myself available for ongoing support to the nurses who were consciously incompetent when it comes to using a computer.
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1 reply by Melissa Binder
Apr 23, 2019 4:06 PM
Melissa Binder
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Thank you Chinyere! I appreciate the concept of making yourself available!
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Melissa -

Combine John Kotter's model for organizational change with the ADKAR model for personal change.

Also remember that if you honor their past, they will let you take them to the future. In other words, respect the roles, procedures and practices they currently have while implementing the changes.

Kiron
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1 reply by Melissa Binder
Apr 23, 2019 4:07 PM
Melissa Binder
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Thank you Kiron! I love that quote about honoring their past and who they are and they roles they play. That's an incredibly impactful way of looking at leadership within project management.
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Well, I have the opportunity to publish an article related to that in the past just about something I use and works for me as a guide. Here the link just in case it could help you: projectmanagement.com: https://www.projectmanagement.com/blog-pos...zational-change
On the other side, while I am not a seller, because the position I had in other company where I have the pleasure to work, I was trained on salling methods: Solution Selling or SPIN Selling, LAMP, Power Base Selling. The first one helped me a lot to make things happen.
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Agree with points made by Sergio & Kiron
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One other principle is that "participation leads to commitment". A project's design then would account for involvement of those who are expected to embrace the change. Would also seek to understand what kind of resistance is present (ideological, political, or blind) to manage via techniques in above posts.
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Mar 21, 2019 5:11 PM
Replying to Chinyere Mbamalu
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When I successfully managed an EMR implementation years ago, I communicated the goals and benefits clearly to key stakeholders and made myself available for ongoing support to the nurses who were consciously incompetent when it comes to using a computer.
Thank you Chinyere! I appreciate the concept of making yourself available!
Network:61



Mar 21, 2019 6:31 PM
Replying to Kiron Bondale
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Melissa -

Combine John Kotter's model for organizational change with the ADKAR model for personal change.

Also remember that if you honor their past, they will let you take them to the future. In other words, respect the roles, procedures and practices they currently have while implementing the changes.

Kiron
Thank you Kiron! I love that quote about honoring their past and who they are and they roles they play. That's an incredibly impactful way of looking at leadership within project management.

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