Navigating through the uncertain landscape

Structured Approach to Major Change initiative: Sample Questions

What systems have we established to handle the

Background key cultural sensitivities in dealing with uncertainty
We believe that significant change can only be achieved successfully, in our key ethnic and cultural groups?
How are we going to ensure that the new cukture is
efficiently and ethically if a holistic approach is adopted. Whilst this taken seriously and becomes embedded as the new way
What information can we draw on to understand the of doing things?
could clearly cover a wide spectrum of issues we believe that, at its culture of our organisation/regions/countries/
core, it depends on achieving synergy across 3 specific, but inter-re- divsions/department?
What alternative communication and feedback systems
lated areas – People, Processes and Culture. have we established to meet the differing “cultural”
How compelling is the case we have articulated needs of staff?
Rather than provide a list of definitive solutions, we for the need for change and its urgency?
Are translations of key phrases/terms in other languages
contend that by asking potential clients a series of available to ensure that the desired meaning and intent is
self-probing questions we will help to uncover the as well understood as possible?
true needs of the organization and hence be in the How have we empowered an
best position to co-develop appropriate solutions to individual with the neccessary If we are trying to introduce a new culture or
enhance the chance of success. authority to remove unforseen
obstacles, which may occur Culture “way of working”how can we “translate this into
a language/examples which staff at all levels can
understand and relate to their role?
during the change initiative?
A sample of typical questions that could
be used in each of the 3 key areas is Which communication systems

CHANGE
given below – it is not intended to be will we use to ensure consistent
and timely delivery of important
all-encompassing, but rather to provide a information?
p e c i f i c
flavour of the topics that need to be
n t t e a m with s
an a g e m e M
addressed. What support systems do we have/
h e S e n i o r
b e r o f t
can we put in place to assist our staff
t i f i e d m e m ?
- economically/emotionally?
t h e i d e n i n i t i a t i v e
W h o i s e l i v e r t h i s i o r
i l i t y t o d e a n d j u n
e
respo n s i b r e th a t o u r m i
l
d
s
d l
t o c o m m u n i c a t
s u i l
What alterations have we made to our reward/
d o n e t h to en
e r i ght sk
promotion measures/systems to ensure h a v e we e d w i t h
What e q u i p p
consistent with revised roles/ e r s a r e i v e ?
man a g i nit i a t
v e r t h e
responsibilities/values? d e l i
and

How will we recognise and honour

What contingency plans do we have in
who have to leave /relocate?
place to deal with setbacks and delay

What process have we set-up to identify / What support systems do we have/can we put in
recognize /celebrate the small successes place for staff to remain but have to change roles/

Processes
locations?

l e
necessary to achieve the overall goal?

How will we record and feedback genuine Peo p How will we provide edequate opportunities
for “front-line staff to be involved in how the initiative
is introduced?
concerns/oversights to the “architects”
of the initiative? What are the respected/well known “Change Champions”
that we have appointed and equipped them with the tools
Has an independent “Change Team” been and skills to help “spread the word”?
established with specific responsibility to
lead the initiative whilst others continue
What is our plan to communicate
with day-to-day business?
What systems and measures are in with/involve external partners
place to track the impact (suppliers/customers/communities) who
What lessons have we learned from talking will be impacted by our initiative?
of the initiative on business
with other regions/divisions and / or externally
results?
to parties in the same sector who have gone What we have done to prepare managers to deal with the natural resistance
through similar changes? What systems and measures have
been put in place to track the that the majority of people experience when faced with change?
What procedures have we defined progress of the initiative?
to deal with those won’t or can’t
adapt as required?