Implementing change

Implementation is not hard, its just about consistency and stamina. If you have applied the 3E approach and have clarity of vision, shared and understood in terms of a concrete challenge, and you have the right people involved and committed to action then implementation is a grind but straight forward. The role of the leaders in implementation is one of a provider of resources and a information. Monitoring of the right measures is crucial as is communication of that to the right people in the right way. Having feedback on performance is crucial to maintaining momentum, and energy. Why do you think running machines with monitors are so popular and stop watch lap times so motivating for runners? Human’s need to know how we are doing, and that is one role of the  leader in execution of change – scores on the doors for people.

All implementation will hit problems. There is not a battle plan in the world that will survive contact with the enemy. In change leadership the same applies in terms of implementation, just add people to make it obsolete. However, having a plan to start with is important. It’s the box to think outside of, it’s the route to deviate from, and it’s the budget to exceed or beat. No plan is the solution, just part of the process.

Leaders need to be tenacious, resilient and at the same time humble enough to admit when things are tough. Stick with it and tell people how they are doing,  implementing change in a nut shell.