Driving Change Through Leadership

culled from:activegarage.com

Process Improvement is a “change” game and implementing change isn’t always easy. In case of process improvement, the challenge is to change habits and behaviors of your people. That makes it even more difficult.
People change, not by “force” but by their “intent”. With force, people may dispassionately comply with your processes, but for true involvement, their intent needs a direction. With this as a given, critical questions are:
How do you make sure that you implement change by driving intent of people?
How do you make sure that people are passionately involved in change?
The answer to these is “Change Leadership”. Leading a change means undertaking right initiatives, mobilizing resources, addressing soft aspects like motivation, overcoming hurdles and aligning the teams to make it happen. How can change leadership drive process improvement initiative? Here are a few pointers:
Accurately define what needs a change: Apply 80:20 rule to identify what needs improvement. It is easy to align people when they know that they are improving the right areas that have maximum business/operational impact.
Create a change time line: Humans work best when they work against a time line. We often tend to get complacent when there are no deadlines. Reasonable pressure helps us become more creative. Create a time line by when change will be implemented with a step-by-step action plan. This also creates a sense of urgency.
Engage people: People tend to commit themselves to things they are involved in. Involve practitioners and managers in defining the change. They are the ones who will be impacted by the change. Engage them by explaining them the larger context, vision and business need. When they know the larger picture, they can align their actions accordingly. They also need to know the “What’s in it for me?” part. How will they become more effective? How will this change help them improve their performance? They want to know this.
Review progress periodically: If you don’t monitor your people, you give them a reason to slow down. Have short and effective meetings (in group or one-on-one) with people involved in change. Take a stock of how things are going. Understand their problems. Help them do better. They get help and you get the broader picture. If you hit some roadblocks, you still have chance to re-align. Review early and often. This is also your opportunity to share progress and motivate people involved in improvement initiatives.
Lead: Give them the context and set them free. Micromanagement on tasks can kill creativity and morale. Be there to help them, but let them do it on their own. People learn the most when they try to do it themselves. They will make mistakes. Help them overcome and share the lessons learned. Set right examples for them to follow.
Share rewards: when you link participation with rewards, it will help you get voluntary participation from people. But after they have participated, it is only your leadership abilities that will keep them going. You will still have lot of people who will willingly participate.
Keep rotating teams: Once a change cycle is implemented, induct new team members in the improvement team. You maximize the opportunities for everyone to get involved in defining improvements. Broader the participation, wider the acceptance of change.
Last but not the least, people engage when they see continuity of effort. If your improvement initiative is temporary or ad-hoc, people will not engage beyond the first cycle. When people see consistent results from a process improvement group, they willingly participate.
Process improvement is a journey and not a destination. Who you travel with matters a lot. Choose the right people and get them to swing into action. Your business will thank you for that!