New Year’s resolutions typically revolve around some type of change. It might be a change to our routine and well-being (such as fitness, yoga or meditation) or a change within ourselves (Weight loss seems to be a popular one post-holiday indulgence!)   However, although people make resolutions somewhere around the beginning of January, many of us have forgotten or abandoned them within about a month.    

The New Year is often prime time for change within companies. However, just like the New Year’s resolutions people attempt, those changes get lost or forgotten if they are not planned and executed well.   

Fortunately, there are many tools to ensure that organizational change is effectively planned and executed. Companies who use these may have to put in a little more effort upfront, but will definitely appreciate the benefits in the longer term. My resolution for 2019 is to be laser-focused on helping people and companies better understand how to make their projects succeed.  

I’ve worked for many years in process management and learning and development and have observed many attempts at change. In my experience, the projects that are particularly effective have a planned and intentional approach to change management and the teams used tools to facilitate the change. The three tools that I’ve seen be particularly impactful include: Stakeholder Analysis, a Communication Plan, and Comprehensive Training.  

How to Make 2019 the Year of Effective Organizational Change 

Here’s a little more about each one, as well as ways to put them into action in 2019: 

1. Stakeholder Analysis is a tool that is used at the beginning of a project involving a change.  Stakeholder mapping is a way to consider the key participants who might either be impacted by or have an interest in the project.  The purpose of this tool is to help identify who needs to be influenced, in what way and when. After all, if a project doesn’t get the right people on board, it’s doomed to failure before it even starts. 

2.  A Communication Plan ensures that clear and consistent messages are provided about the project and the resulting change (while this seems like an obvious step, most of us have been affected by projects that didn’t thoroughly consider this part). To create a communication plan, first identify the stakeholders and those impacted by the change. Next, consider methods and frequency of communication (face-to-face, email, calls, etc.), and then review the messaging to ensure it is clear and consistent and explains the change and the impacts.    

3.  Comprehensive Training is very important because, when done properly, it guarantees that change is introduced effectively.  Training should not just be a 'one and done' event.  Instead, think long-term. When you create training materials, consider the design and best practices for adult learning. Also consider pre- and post-coaching activities, as well as job aids for learners to help them embrace the change. After all, a workforce is always in flux, at least to some degree, and training needs to be an ongoing effort in order to be truly effective.

So, take heart! Even if you don’t end up meeting your personal resolutions to meditate or lose weight or read more, these tools can help you create effective change within your organization.  If your resolution is to put a change in place at work in 2019 and you’d like to chat more about the best way to use these tools, feel free to get in touch!