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How Change Spurs Performance

February 02, 2018

You need to consider processes as they relate to each other—a process playbook—so you’re creating solutions that work together.

When managed productively, communication and collaboration foster a culture of trust in the organization and the individuals working there, and that means consistent change on a number of levels. So, how do you prepare for ongoing change?

  • Find your “change champions.As teams navigate change, you need to find leaders among the employees, people who motivate and inspire others to create a collective success.
  • Let your people own their processes and projects. In addition to those ad hoc or informal leaders, each team will still need a formal leader and management structure. “The owner of the process is really the project sponsor, who delegates to the person who’s going to do the work,” says Jay Chander, partner for business advisory and enhancement at Barker Henley. “At the end of the day, the project sponsor is going to make the final decision.
  • Build processes that serve your people and goals. When you establish optimal procedures and get everyone involved, the project manager can make decisions with the support of the team and based on the knowledge of the entire organization. That, in turn, positions the company to make the most of its resources and its opportunities for growth.

The change process is about reinvesting, making relevant, and making meaningful the employee experience and working on that relationship so that when change comes it is collaborative.

Read the Pushing Team Speed guide to learn how to leverage change for greater productivity and growth.

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