Increase Readiness for Everyone
When applied to change management, we need to consider both willingness and preparedness.
A mid-sized retailer is looking to add 6 stores in a new region. They have promoted 4 assistant managers to managers to operate new locations and hired the remaining two. The new managers participate in a 2-day manager orientation session to give them the skills they need as full-fledged managers and for opening a new store. However, 4 months into the opening process 3 of the 4 promoted assistant managers leave for jobs as assistant managers with competitors closer to home delaying the opening of the stores. The promoted assistant managers were given the training and tools they needed but eventually decided they were not willing to do the new job because of increased commute time and costs.
The needs of someone that is Jumping In when the impact of the change to them personally is not known are very different than when they are at Rock Bottom and frustration is highest. Remember, readiness is built in at every stage of the curve. Instead of asking yourself, “how ready is this person to experience this change?” reframe the question to “how ready is this person to experience the next stage of this change process.” This will shape the kinds of support programs, communications and other tactics you provide.
The more effective you are at increasing readiness in each of your stakeholders, the more effective they will be to handle each stage and the faster they will reach adoption and success.