Whenever the leaders of an organization decide to implement change, internal consultants need to collaborate closely with them to carefully consider, and plan for two different processes–the outcomes they are trying produce with the change, and the individual psychological transitions that will be necessary for successful implementation.
Successful implementation of any change requires a clear vision, careful planning, cogent communications, visible sponsorship, and effective engagement to attend to the individual psychological re-orientation that is so critical to success.
Internal consultants who are experinced facilitators understand the value of engagement at every stage in a change process. But one of the most critical stages for individual transitions is at the beginning of a change effort. Leaders need to be prepared to talk about the change in terms that people can relate to–identification of what will change and be lost. If individuals are to adapt their behavior and change their skill set, the transition must begin with an ending, a recognition of the old way, behavior and skills.
Not engaging others to discuss the reality of the changing situation creates sub-communications underneath the change effort where people voice their concerns, resistance and suggestions for improvement in confidential discussions. Managers can improve their chances for success by using tools like the GLAD/SAD/MAD tool
glad-sad-mad This tools offers consultants, managers and leaders a step-by-step guide to planning and facilitating an engaging discussion with team members to clarify and align understanding about:
- What individuals are Glad about with the upcoming change
- What aspects of the change make an individual SAD
- What aspects of the change make the individual MAD
There are lots of tools for talking when the stakes are high, this one helps structure a conversation to allow individuals to share their perspectives and understand the importance of the ending of the old way before we ask them to transition to the new and unknown.