Implementing Change

One of the first questions I often hear walking into a new role is “you aren’t going to change everything are you?” Sometimes the question is more subtle than that, but the sentiment is the same. Many people don’t like change and as a leader, you will invariably need to implement change successfully if you are to be successful. In fact, you will need to be a Change Catalyst if you are going to reach your potential as a leader. So how do you get people on board?

The key to successful change, like so many things, is early management. There are several steps to successfully implementing change, even before your roll it out:

1.) Identify the area of improvement.

2.) Explore options.

3.) Decide on the best option.

4.) Communicate the change.

5.) Overcoming resistance to change.

6.) Document the best practice.

7.) Implement the change.

8.) Follow-up.

Like so many of the things leaders need to do to be successful, these steps do not sound difficult. The challenge is to take the time to do each of these steps well, even in today’s hectic world. We will explore each of these steps in further detail in future posts on this blog to help you become a Change Catalyst and to help you achieve your potential as a leader. [tweetmeme]

About Christian Paulsen

Christian Paulsen is an Executive Consultant with 20 years of Lean Manufacturing. Chris adds value to organizations by driving process improvement and bottom line savings. Chris intends to help others by sharing the lessons learned after a quarter century of operational leadership, marriage, parenting, and even longer as a Cubs fan. Your comments on this blog are welcome. You can also connect with Chris via LinnkedIn, Twitter, and Facebook in the right sidebar. Chris welcomes your comments. Christian's professional services are available by contacting him through LinkedIn (right side bar)
This entry was posted in Change Management, Lean Manufacturing and tagged , , , , , , . Bookmark the permalink.

14 Responses to Implementing Change

  1. fibro2010 says:

    I think that list is great for any kind of change. I know I want to change myself in order for me to be a better person, a better consultant in my business, a better wife, etc. I’m not good with change and never have been. In order for me to change my business and be a better wife, I have to learn to accept change. Something I will keep working on. Great article.

    • Thank you! You are right that this can be used for many types of changes. You are to be commended for your desire for self improvement. Best wishes to you as you strive to improve at work and at home.


  2. Thanigaivel says:

    From your list, six out of eight points were before implementation. As it goes with Coehlo’s quote: “Change. But start slowly, because direction is more important than speed”. Great article.

  3. Eddie Kovacs says:

    This is a good post and may be one that needs to be followed up to see what the results are

    A friend mailed this link the other day and I’m desperately anticipating your next post. Proceed on the fantastic work.

  4. Found your blog via bing the other day and absolutely liked it so much. Carry on the excellent work.

  5. Per Uke Bjorn says:

    Great list, although my experience showed me that point #5, “overcoming resistance to change” is virtually eliminated by letting the presumed “resistant” people deciding themselves what is the best option instead of deciding for them (point #3).
    This implies to frame the perimeter of the potential “best option” upfront, and to clearly explain the rationale/burning platform for change, but if we want to empower people through lean, the first thing is to trust them to take the right decisions…

  6. Good example . It is the easiest way of defining priorities and can be done even without a detailed workshop or training. Just collect datas – get the in a matrix and create your simple chart.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s