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Key Elements for Effective Change

Managing complex change requires having five key elements in place: vision, skills, incentives, resources, and an action plan. If any element is missing, change will be difficult and problems are likely to occur. For example, without a clear vision staff will be confused and uninspired, and lacking the proper skills will result in anxious people who are set up to fail. Taking the time to ensure all elements are addressed will greatly increase the chances of successful change.

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shane2201
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64 views2 pages

Key Elements for Effective Change

Managing complex change requires having five key elements in place: vision, skills, incentives, resources, and an action plan. If any element is missing, change will be difficult and problems are likely to occur. For example, without a clear vision staff will be confused and uninspired, and lacking the proper skills will result in anxious people who are set up to fail. Taking the time to ensure all elements are addressed will greatly increase the chances of successful change.

Uploaded by

shane2201
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd

Managi ng Change

Having a struct ur ed approach to change can help prevent , or at least anticipat e, probl ems. One model we
like to use remi nds us to have thes e five element s in place in order to effectivel y move forward:
Vision kills !ncentives "esources #ction $lan % Motivat ed& Change
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(hat happens when an element is missing)
!f the vision is missing, or isn*t effectively communi cat ed, st aff will be confus ed, uninspired, and are likely
to e+peri ence the change as mer e drudger y.
!f st aff , and manager s- , don*t have the skills needed, the result is an+ious peopl e, who are set up to fail.
(e often forget that incenti ves are import ant . .his does n*t neces s arily mean monet ar y or even physical.
!t*s human to want to know: /what*s in it for me)0 !t*s wort h it to invest in helping st aff figure out for
thems el ves how they will benefit from the changes. !f we don*t, they*re not likely to be motivat ed, and
change will be slow to occur.
(hat happens if we plunge ahead, without ensuri ng st aff have the resources they need) .hey*ll be
under s t anda bl y frust r at ed, and the desired change probabl y won*t happen.
1inally, if we don*t take the time to lay out a clear action plan, st aff will be uncert ai n about their roles and
responsi bilities, and may make at t empt s at change, but are unlikely to follow through. .he plan shoul d
include who is responsi bl e for what , by when, and how you*ll know you were succes sf ul.
2eeping thes e five element s in mind as you plan for, and progr es s through, change, will greatl y enhance
your chances for success.
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