Last updated on May 1, 2024
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Define your change objectives
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Identify your change indicators
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Use a change model
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Apply a change scorecard
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Communicate your change results
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Here’s what else to consider
Change is inevitable and necessary for any organization that wants to thrive in a dynamic and competitive environment. However, change can also be challenging, risky, and costly if not managed well. How do you know if your change initiatives are effective, aligned with your goals, and delivering the desired outcomes? In this article, you will learn how to measure the impact and outcomes of your change initiatives using some practical tools and frameworks.
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- Melissa Morgan Director of Patient Experience at Optima Dermatology | CX | Culture | Operations | Continuous Improvement | Executive…
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1 Define your change objectives
Before you can measure the impact and outcomes of your change initiatives, you need to define what you want to achieve and why. What are the specific, measurable, achievable, relevant, and time-bound (SMART) objectives of your change initiatives? How do they align with your organizational vision, mission, and strategy? How do they address the needs and expectations of your stakeholders? By defining your change objectives clearly and explicitly, you can set the direction, scope, and criteria for your change initiatives.
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- Melissa Morgan Director of Patient Experience at Optima Dermatology | CX | Culture | Operations | Continuous Improvement | Executive Leadership | Humanitarian
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I agree you must begin with the end in mind. Do not make change for the sake of change. There has to be a clear purpose and intended gain/result from the change. The SMART goal format is helpful but I have found building an action plan in accordance with a change matrix will yield the most success. It will ensure everyone involved with and impacted by the change is clear on the vision, has the skills and resources they need, is motivated/incentivized and the action plan is solid.
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2 Identify your change indicators
Once you have defined your change objectives, you need to identify how you will measure the progress and results of your change initiatives. What are the key performance indicators (KPIs) that will show you if your change initiatives are on track, meeting the targets, and producing the outcomes you want? How will you collect, analyze, and report the data related to these indicators? How will you ensure the validity, reliability, and relevance of the data? By identifying your change indicators, you can monitor and evaluate the impact and outcomes of your change initiatives.
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3 Use a change model
A change model is a framework that helps you plan, implement, and sustain your change initiatives. It provides you with a structured and systematic approach to manage the different stages, activities, and challenges of change. There are many change models available, such as Kotter's 8-step model, Lewin's 3-step model, ADKAR model, and Bridges' transition model. You can choose the one that best suits your context, needs, and preferences. By using a change model, you can ensure that your change initiatives are comprehensive, coherent, and consistent.
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4 Apply a change scorecard
A change scorecard is a tool that helps you measure the impact and outcomes of your change initiatives across different dimensions and levels. It is based on the balanced scorecard concept, which considers four perspectives: financial, customer, internal process, and learning and growth. You can customize your change scorecard to reflect your change objectives, indicators, and targets for each perspective. You can also use it to track and compare the performance of your change initiatives before, during, and after the change. By applying a change scorecard, you can assess the impact and outcomes of your change initiatives holistically and strategically.
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5 Communicate your change results
The final step in measuring the impact and outcomes of your change initiatives is to communicate your change results to your stakeholders. This is important for several reasons: it shows the value and benefits of your change initiatives, it builds trust and credibility, it celebrates success and recognizes contributions, and it identifies areas for improvement and learning. How will you communicate your change results effectively and persuasively? What are the best channels, formats, and messages to use? How will you solicit feedback and suggestions? By communicating your change results, you can reinforce and sustain your change initiatives.
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6 Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
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Identify strengths of your team, allocate resources such as change coaches, market captains that aren't part of the leadership team, and deliver the results.
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- Gersha Pierre BSc. (Hons.), Dip Ed., MEd., GCertQA., PhD. Director, Accreditation and Quality Enhancement
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In this space the discussion may address lessons learned alon the journey to implementation stage. What in retrospect and reflection should have been done differently for greater effectiveness and why. What were the limitations of the approach taken?
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