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Things Could Be Better: Managing Your Implementation Effectively

Things Could Be Better: Managing Your Implementation Effectively

New technology is often implemented to solve stale solutions, but at the root of these systems and processes are people. People don’t inherently love change, it takes courage to embrace the upheaval of the way things are.

Click Here to scroll to our webinar recording on this topic.

How can we equip our team members to feel good about big changes we are asking them to endure in their work world? So that, in the immortal words of Dwight from The Office, we are “ready to face any challenges that might be foolish enough to face us?”

As it turns out, a different type of Change Management, and one that’s been around since well before Dwight, The Office or the Internet, is what we need: Organizational Change Management (OCM).

The primary goal of OCM is to successfully implement new systems and strategies while minimizing the negative impact on the business, the people and the culture. Doing this can be essential during any type of transition, migration, relocation or journey from something old to something new.

At Mosaic, we’ve identified 4 R’s around managing the people side of change during an implementation:

  1. Identify the REAL Problem
  2. Make the RIGHT Decision
  3. Create a ROADMAP to Transition
  4. REVEAL the New Beginning

Let’s look at each:

Identify the REAL Problem

Most implementations start with the pain of a problem or the feeling of symptoms caused by a problem. Something could be better: our jobs could be better, our quality of work could be better, our quality of life could be better.

Many of our clients experience setbacks because they spend too much time focusing on their symptoms and not enough attention on identifying the REAL “Why this? Why now?” In other words, they fix a broken arm with a band aid. Even worse, they may go through a costly implementation only to discover they didn’t address the REAL problem that caused them to want to make the change to begin with.

Identifying the problem or opportunity with clarity is a foundational step.

Make the RIGHT Decision

A clearly defined problem allows you to make the RIGHT decision where Things Can Be Better, where success feels good and change is effective. If success is the goal- what does that mean? Make sure the measurement of success is SMART: Specific, Measurable, Attainable, Realistic, and Time-based.

Create a ROADMAP to Transition

Many times we confuse the change and the transition. We have to go through the transition in order to get to the new beginning. But how long we take to get there is largely based on our ability to manage the transition. Just like when you’re planning a trip across the country, you have options: you can take the scenic route, or you can get there as efficiently as possible. In either scenario, you need a ROADMAP.

There are critical things leaders can do to help people through transition, to include:

  • Communication: Establish a Change Champion to help communicate with the team about the benefits around the upcoming change. Change Champions are also there when others have questions and concerns and can support the change as well as the reason for the change. Identify your Change Champions early and communicate often.
  • Removing Obstacles: Leaders need to stay aligned with project and implementation teams during a change so that they can step into their role to help guide teams to gain momentum toward the new beginning.
  • Training: Provide team members the tools they need to ensure the change is successful and they feel informed and prepared to make it happen.
  • Creating short term wins: Establishing milestones and short-term goals can boost the confidence of teams.
  • Sustaining the Change: One of the hardest things during a transition can be recognizing that it hasn’t happened yet. It takes stamina and can be exhausting to implement change and all too often we declare victory and we haven’t taken the steps to sustain the change.

Evaluate the transition, ask for feedback and provide feedback and recognition throughout the process. And when you evaluate, look at both the measure and the manner- not only what you accomplished but how: was it in alignment with your organization’s culture and values? Did it strengthen the business? Is the Company better off now and why? Taking an honest look at questions such as these can help you identify areas that need further support in order to make the change stick.

REVEAL the New Beginning

You’ve implemented. You’ve executed the plan, but the plan was not the goal. The goal was the change, the new beginning. Things ARE Better: our jobs are better, our quality of work is better, our quality of life is better.

Now is the time to evaluate what steps need to be taken to ensure long term success, so that the new beginning becomes the new normal.

Watch our webinar on Organizational Change Management Here:


Click here to download the slides we used during the presentation

Interested to learn how Mosaic can help your team? Contact us today or fill out this questionnaire and our Strategic Services Team will reach out to you directly.

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