[SuccessStoryGallery id="1946"]
[addJourney title="START YOUR
JOURNEY TODAY." description="Take our free, online mini-course. You'll get six educational videos explaining the future of leadership." button_url="https://join21.com/j21-minicourse-tesla-and-musk-ultimatum/" button_txt="Watch the first episode"]
1. IDENTIFY A SMALL CORE GROUP OF CHANGE AGENTS
Change starts with a small group of committed individuals. But how do you pick the right group? Firstly, they should fit the purpose and values of your organization. In other words, the core group must have true ownership and understanding of what drives the organizational change and represent that in the broadest sense. Secondly, it’s important that these individuals are trusted by the colleagues and serve as connectors in your organization. That’s why you should choose them based on their interactivity scores in your organization. If you don’t have a precise map of your organization's interactivity and network, JOIN21 can help you establish a Baseline.
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2. GROW THE NETWORK OF STAKEHOLDERS IN THE PROCESS
The big question of driving a change in an organization – is a question of ownership, of who actually owns and drives the change process. The short answer is the stakeholders. Of course, spreading the core group is not only about quantity, but it is also about quality. Over time network analyses JOIN21 has done showed us that each organization has super-connected individuals who drive change and again, those who use information and power only to push their own agenda. Having clear criteria for who you choose to include in the first and second round of implementation will determine the outcome and success of your change efforts. Don’t rely on your hunch here, use data instead.
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3. DEFINE CLEAR KPIs OF WHERE YOU WANT TO GO & HOW TO MEASURE IT
If you want a change, it’s imperative that you are clear about what you want to achieve. Having a clear purpose for the change process will let you create a coherent story of where you are coming from and a clear target of where you are going. Change is in behavior and the crux of the change is transforming how we spend time, who we talk to and what we focus on and do. Managing change is breaking out of old patterns and establishing new ones. This is where data can help you immensely, and JOIN21 relies heavily on that. Using pattern recognition and machine learning can ease the analysis of the change patterns that occur over time and detect whether the patterns are changing in the direction that drives your goals.
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4. DEFINE WHAT COMES AFTER THE CHANGE
When the goals are reached, it’s not unusual for an organization to experience fatigue. This is not the time to set out and define new, more ambitious goals, but to let the organization re-establish a sense of stability and harvest the potential benefits of the change. Define a timeframe of 3 to 6 months where the focus is on optimization and efficiency. This is also the best way to measure the effects of the change. The traditional numbers like revenue, costs, customer satisfaction, etc. is one way to measure them. Another way is to look at the actual behavior of the organization, to track how people have changed interactions and observe which network patterns serve the change well, and which don’t. In the past, this analysis was nearly impossible to do. However, today’s tech has allowed us to apply advanced network and AI-driven software that help you get a true, real-time X-ray view of how your organization works from week to week and month to month.
[SuccessStoryGallery id="1959"]
[addJourney title="START YOUR
JOURNEY TODAY." description="Take our free, online mini-course. You'll get six educational videos explaining the future of leadership." button_url="https://join21.com/j21-minicourse-tesla-and-musk-ultimatum/" button_txt="Watch the first episode"]
