Gina Temple: Steps to Implement Organizational Change
Gina Temple on Executing Organizational Change: A Guide
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Implementing change requires change management, which helps employees prepare for an organizational transition using several strategies and resources. By following these eight steps, you can achieve a successful transition:
Identify the change.
To begin, you should identify the necessary change and ensure that it aligns with your company's objectives, says Gina Temple. Once you identify your goals, perform an impact assessment to assess how the change will affect all levels of the organization. This assessment will show who faces the most impact and will need the most training or support.
Develop a plan.
Use the insights you gained from the impact assessment to determine how to implement the changes. Develop a plan that sets the direction for the organization, including how to achieve the changes and ways to measure the success of the changes, notes Gina Temple. Depending on the scope of the change, you may need to develop a plan on how you will support impacted employees through this transition.
Communicate the change to employees.
Develop a communications strategy to convey the change to employees effectively. In this plan, outline your messages, know your audience, and determine who or what medium will communicate the change. It would be best if you also considered how management will respond to resistance or feedback from employees.
Provide reasons for the change.
To gain the support of employees, you must effectively demonstrate the necessity of the change. Generally, the best way to do this is to show data that supports your decision, says Gina Temple. Such data may include employee or customer surveys, strategic business goals, or budget plans. Remember to underscore the benefits the change will bring.
Seek employee feedback.
After communicating the change to employees, give them the opportunity to provide feedback, adds Gina Temple. You can either schedule in-person feedback sessions or send out surveys. Change can make many people anxious, so allowing employees to voice their opinions makes them feel like part of the decision.
Launch the change.
Effective change happens in several stages. This ensures that employees are calm. Gina Temple suggests creating a timeline that starts with the aspects that you must accomplish first, such as employee training, software installation, or equipment acquisition. It's important to set a deadline for when you want to evaluate the implementation process.
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Monitor the change.
As you implement change throughout your organization, closely monitor the process to ensure all your employees follow proper implementation procedures, adds Gina Temple. Depending on your role, you may directly observe employees or delegate tasks to other managers. Try to monitor progress on a weekly basis—toward the beginning of implementation. Closely monitoring your progress will help you fix any mistakes you hadn't anticipated.
Evaluate the Change.
Work with your team to determine how the success of the implementation will be measured. In some situations, you may have quantifiable results that are easy to measure. If you need quantifiable data to work with, you need to find other ways of measuring success.
Gina Temple has served in the healthcare community for over 30 years with experiences ranging from for-profit to not-for-profit organizations, unionized to non-unionized facilities, and acute care settings to outpatient centers. Read more of her insights on healthcare and leadership by subscribing to this page.
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