Highlights
Steps outlined in various guidelines for implementing results-based management (summarized in our last post) often fall short of generating the organizational culture shift that is desired by management.
This follow-up builds on the first article and considers additional steps, often not articulated in the resources, that we have found to help smooth the transition.
In addition to the core steps promoted by development agencies in executing a shift to results-based management, here is a synopsis of 5 other key steps that we have found useful in coordinating a successful shift from a compliant team to an engaged team.
1. HAVE A CLEAR VISION
Do not be overly concerned that the definition of a “learning organization” varies by experts. For your team’s purposes, develop a clear visual image of what a "learning organization" looks like to YOU. How does it look similar and/or different from what exists now? Developing this FIRST will help make this process less abstract for everybody, making it easier to communicate and help the team stay focussed.
2. CREATE A HYPE
Organizational change is best implemented when others want it as well. Don’t assume that because the benefits of this shift seem obvious to you, that everyone will automatically be on board once they learn of it. Create a hype so people feel compelled to be a part of the change. Make a big fuss about it in a positive manner, ensuring to continually highlight what is in it for everybody at every opportunity.
3. BUILD A TEAM OF CHANGE-AGENTS
Identify key "influencers" among each stakeholder group early on and invite them to be a part of the decision-making and communication teams for implementing this change. The team structure should be well-defined with shared decision-making around assigned roles and responsibilities of all members.
4. COMMUNICATE VISION OFTEN
To keep the energy around the change high, communication should take place frequently and at important forums, being sure to update everyone on the progress made, challenges experienced but also the quick wins. Communication should also take place utilizing diverse formats. Challenge your change-agents to brainstorm and implement interactive mechanisms to engage other staff with these updates.
5. EXPECT RESISTANCE
Despite your best efforts at inclusive and transparent communication, change can feel threatening. Resistance is thus inevitable. Be patient. In fact, rather than get frustrated at the delays this can cause, use it as an opportunity to demonstrate your openness to receiving and addressing complaints in a systematic manner. Encourage team members to make recommendations that address their concerns while aligning with the vision.
You will be amazed at the difference these steps can make but if you still need help establishing your results-based management system, contact us at EvaluCore. We are here for you.
Comments