3. Start with a pilot - make it an emergent /adaptive process
People are often reluctant to embrace change. If they see success – albeit on a small scale – they will be more attracted to join in. A pilot allows you to test assumptions and make useful changes for the larger-scale implementation.
4. Keep close to your internal consultants
Approach change as a partnership, allowing for the project to adapt over time.
5. Make the project and its successes visible
People are likely to be sceptical about whatever changes are going on. You can help them get onside by sharing stories of progress and success. It also makes the leaders of change more prominent and appreciated. And there’s learning for everyone in the details of success.
Here's a video of Gemma Todd, People and Performance Dirctor of Hallmark Care homes, talking about our recent Performance Management project.
Please do contact us to discuss your projects - whether it's implementing a coaching culture, updating your performance management processes, increasing employee well-being or some other large-scale change project that you think might benefit from a solutions focus approach