This Assessment is inspired by different change management theories and focus on four areas 1) Informational 2) Emotional 3) Relational and 4) Beliefs. By following these steps and by involving more stakeholders and influencers you will have better conditions for succeeding.
You can have many powerful and rational arguments, but it’s not until you’ve touched your employees’ hearts and created an emotional connection that you will be able to make the change. This can be accomplished in different ways, but with this Assessment you show you show your interest in involving them.
What can it be used for?
- In such an important area as change, you should not limit yourself to the management. Improved and deeper involvement of the organisation result in better insights. We often see that the remainder of the organisation sees the focus areas quite differently than management, and leading employees. Involvement and data on the organisation are essential to have in place to ensure the best possible starting point for working with change
- Stronger data and continuously follow-up. If efforts are not measured along the way, you do not know whether you are on the right track or not, and you cannot take proper corrective actions during the process. The first Assessment is your baseline, your starting point. From there, you continuously measure with assessments to be able to document where you are progressing, standing still or declining. In that process, you receive continuous feedback and suggestions for improvement during the measurements.
Practicalities
| Project Change: Understanding & Involvement | |
|---|---|
5 categories, 22 specific measurement points Language: UK, FR, DK Receive comments on low scores Receive GAP comments The expected implementation time is 20 minutes. |  |
The five focus areas in Project Change: Understanding & Involvement
- Informational
- Emotional
- Relational
- Beliefs
- Future Improvements: Open Questions
