If possible, implement the changes in a planned and systematic manner
If you are going to make a change, plan it carefully, communicate it often and systematically, and set aside time for the change in ways of doing things. Everything else is pointless and wasted.
Changes are an essential part of the company's development and success. Their planning and implementation form a critical part of the organization's ability to adapt to a changing environment, remain competitive and achieve the goals it has set.
MTTC approaches the implementation of the changes in five stages:
We help companies plan and implement the changes they need efficiently and effectively. If you have any necessary changes in mind, and you want to discuss them with an expert, contact us!
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Planning the change prepares for success
When it comes to change, the old saying 'well-planned is half-done' doesn't apply, because no plan comes true as it is - there are always variables and surprising factors that you haven't prepared for. The purpose of a good plan is that there is a clearly defined target state in case of variables, towards which we move with changing methods of operation, taking into account the circumstances.
When planning a change, you must answer, for example, the following questions:
- What do we want to accomplish? What is the desired end result?
- Why do we want what we want? What is the reason behind the change?
- What does the company look like when the target state has been reached? What are we doing differently than now?
- What is management and front-line work like?
- What is the interaction between people like?
- What are the processes and structures like?
- What is the current state of the company, and how far is it from it to the target state?
- What of the current operating model / culture do we want to save, and what to reform?
- What steps towards the desired future can we take so that we retain a sense of control and faith in the possibility of change? What do we do first, what do we leave for later?
- Who is responsible for implementing the change? How is the change monitored and measured?
- How is the change communicated? What is being communicated, who is communicating?
- How is change managed, how is it reflected in structures and processes?
The list could be continued indefinitely, but the core message is clear: change is an entity that is more likely to be realized when there is a clear picture of it and planned steps for implementation.
We help our customers build plans for bringing about changes of various and different sizes in the organization. The most important thing is to remember that "permanent changes" can be achieved by changing people's habits and culture, and that requires time and repetition. The change plan takes into account where we are now, where we are going and what we need to do to get there. A good plan also flexes when necessary!
If you already identified your situation and needs, get in touch!
With the change of individuals, the community changes - implementing the change
Change in organizations almost always requires changes on the part of individuals. For example, everyone has to change their usual ways of working, some may change roles, there will be changes in the use of working hours, or the tools will change. That is why it is impossible to think that the entire company's operation and the community's operation would change without individuals making changes.
So how can individual people be involved in the change? The means of appeal depend on where the so-called obstacle or brake is perceived to be. MTTC approaches individual change through four different areas:
1. Information – If there is not enough information to bring about change, it must be added.
- Communicating the reasons for change: Why is change important for both the individual and the community?
- Clarity of the goal state: We strengthen the understanding of where we are heading.
- General, systematic and continuous communication about progress, schedules, methods of operation and the desired change.
- Increasing information about new methods of operation and tools.
2. Skills – Sometimes change requires learning something new and unlearning the old.
- Developing skills and learning new skills.
- Individual management and front-line work ensure that everyone stays involved.
- Feedback supports the learning of new skills.
- Strengthening the sense of control - change is not a threat when we feel that we can safely master the new skills it requires.
3.Attitude - Are we open to change and its possibilities?
- Building a common mood and atmosphere to be encouraging and enthusiastic.
- The shared story invites you to experiment.
- Culture works either on the side of changes or against it - culture is influenced.
4. Motivation – Change happens if we want it to happen.
- Do extrinsic motivational factors (e.g. salary, benefits) support the post-change world, not the pre-change world?
- Does the change offer opportunities for intrinsic motivation: the opportunity to decide on matters related to one's work, a sense of meaning or the development of one's own abilities?
- Does community and cooperation support motivation for change?
One of the best ideas for implementing change is that if you want someone to change, you either have to increase the speed or decrease the friction. Increasing the pace means, for example, learning new things, making systematic changes to operating methods and introducing new operating methods and routines and abandoning the old ones. Reducing friction, on the other hand, means paying attention to why the organization is not already delivering as it is wanted to be delivered. What are the reasons that the initial friction becomes too great for experimentation or for the permanence created through experimentation?
MTTC helps its customers describe the desired culture in practice, plan a change journey and make it a reality step by step using different means. Every change is a unique entity, and together with our customers, we tailor the support that is right for them, with which the change is realized faster, more likely and inspires people more. You will be in touch if the topic is current!
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