Resistance during a transformation journey can build up at any time, at any part of your organisation. Two elements are vital to overcome barriers: keep positive engagement high and develop the right skills. Both elements will increase confidence and therefore smoothen the path to the future state.
Hi, when we start a transformation program, we are pretty excited about what is coming. How excited are the adopters? Often, they don't feel ready and well equipped for their upcoming change. How can be then accelerate the confidence and the capabilities in our adopters?
In this series, we introduced the four knowledge areas of the CPC change management methodology. These themes guide us on what to consider in our change activities.
My name is Tim Wieringa and I am a change management practitioner here in Singapore.
Today, we talk about engagement and enabling. This knowledge area is targeted at two things: the motivation and the ability of the adopters; the people we want to guide to the future state.
Let me illustrate this with an example. About a year ago, I was supporting several teams in an agile transformation. They conducted regular pulse surveys and unfortunately, the psychological safety score was pretty low. One specific leader shared with me that the motivation was very low and the team members' behaviour was very reactive. We addressed this with a small self-organization program which was very impactful to drive ownership, priority setting and proactive behaviour; essential qualities for an agile team.
With this case study, we understand that the change journey is individual, and we need to feel the pulse of the adopters on where resistance is building up. And address them at the root. This might be a simple skills program or the broader aspects of the transformation.
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Tim is a change practitioner in the area of innovation and excellence. He is working with teams to accelerate innovation, collaboration and agility.