Four Key Steps to Planning Your Change Strategy

Before you launch the arrow of change consider the following four-step process to help in preparing your strategy.

I. Define a clear and compelling vision regarding your desired outcome.

• Diagnose your current situation.
• Define your preferred situation.
• Contrast the present situation to your preferred future.

II. Identify the key stakeholders who are critical to implementing the change you desire.

• Assemble a change management team that represents different perspectives. 
• Charge the team with refining the vision and building the strategy.

III. Assess where your team members are in both the change and transition process.

 (See last month's newsletter for definitions and details on the three stages of change and individual transition.)

• Employ a variety of styles that tap into your authoritative, affiliative, democratic and coaching skills and behaviors.
• Recognize that each stage of change requires a different set of tools and coaching techniques.
• Understand where members are in the process.
• Refine the timing of your strategy.
• Create a realistic timeframe for success. 

IV. Conduct a cultural audit.

• Identify the norms that currently guide the behaviors of your team when it comes to change.
• Determine the current skills, aptitudes, and attitudes of the key team members who are critical for the new vision to take root.
• Retool your team with critical adaptive capacities to implement change.

By completing this four-step process you will have key data to, define your strategy and determine your initial steps.  For more details and tools to help you lead change in your organization, register for the Ki ThoughtBridge Workshop, “Mastering the Challenges of Change” August 9-10, 2007 being held in Indianapolis, Indiana. For information visit our website at www.kithoughtbridge.com