Change is not as scary as some might think, according to Wilco: ‘’It seems hard because people crave what they already know, but that does not mean that people aren’t willing to change. Good guidance and a clear communicated vision are essential to achieve success.” Easier said than done, you might think. ‘’Due to the years of experience in the field, we can make the change manageable, without damage and always with the focus to make it sustainable. After all, you want to move forward’’, Sanne explains.
But how do we that? To make our lives, and the lives of the client, a little easier, we put the Quintop way of working in six practical steps. At Quintop we use these six steps to guide our clients to what sometimes seems like an impossible task. Because where do you start? And how do you deal with resistance? Follow these six steps:
The best and most compelling way to get people on board of a change is to ensure everyone knows why the change needs to happen.
Ask yourself the following questions:
After realising why there’s a need to change, it is important to create and define your vision. Start with the entire story, and focus on the following aspects:
Choose well how you bring on board your organisation. Share the vision and storyline with leadership, people managers and employees. Don’t forget that by the time you as Leadership have created the compelling story and are on board, (people) managers and employees hear it for the first time and might need some time to get on board. So, remember you need to have ‘one why’ and ‘numerous what’s’.
There’s nothing like participation to get people along with change(s). After creating a clear vision, it’s important to set objectives on how to realise your vision. The vision is created top-down by the management. For making it practical and comprehensive, include and engage your employees. The objectives are best set bottom-up.
To help employees translating the vision to objectives focus on the actual work they do:
To ensure the right governance and structure:
Leaders are always important within an organisation. When going through a change, this becomes even more apparent. Create the right environment for leaders and employees to guide their teams through changes:
By having clear and measurable objectives and a structured governance, you can start measuring the progress of your change:
Following these six steps is going to help your organisation, but is stands or falls with just ‘sticking to it’, according to Sanne: ‘’Continue to lead by example and make a plan to persevere. Slow down to see and address old behaviour, resistance, and sabotage of the new ways of working and clarify expected behaviour. It is important to have patience and stick to the chosen path if you want it to be successful.’’ ‘’I agree and would like to add to that to slow down; take time to see what is happening and act accordingly!’’, Wilco adds.
A few guidelines for leaders in the organisation to ensure the best embedding of the change and move towards the new normal: