The steps which organization might take are:
1) Creating compelling story around the change: It is important to communicate the change benefits with top down approach where the impact change would bring should be effectively communicated to the lowest level of management involved, responsible and affected by the change.
2) Forming the steering team: It is important to identify the collaborating and steering teams responsible to generate motivation and push in the event of early setbacks. Large scale changes in organizations often take time to turn around and showcase results. It can lead to early fatigue and frustration in the teams not accustom to such changes. It is responsibility of the steering teams to guide the teams out of such mindset and motivate them to work towards achieving the goal.
Short term wins are necessary because it gives shot in the arm to the involved teams who are responsible for the change. Changes at the organization level take some time to turn around and early fatigue and disappointment could lead to derailment of the complete initiative. Hence it is important to identify the sort term wins which would motivate and create a sense of achievement for the teams involved. It also keeps out the cynics and self-interests which some might have in the non-success of change process.
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Is there a difference between working the overall change process and finding short-term wins to help motivate leaders, staff, and colleagues by applying change that is easy to complete--to finding political short-term wins to make it appear that the process is moving forward successfully by satisfying a few to get them off your back? What is the danger of finding “political” short-term wins? (Or is there a danger?) How can political short-term wins be avoided? Have you ever had an...
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