Whether you call it process improvement, transformation, or integration … pretty much any successful enterprise performance initiative requires an artful blend of People, Process, and Technology. Here are 12 things your people really need –- but probably won’t tell you –- throughout the rollout of your performance improvement initiative in order to weather disruptive change and speed their time to productivity.

1. Things Your
People Won’t Tell You
They Need to Succeed
How to Lead a Successful
Performance Improvement
Initiative
12

2. Change Happens
Whether you call it process improvement,
transformation, or integration … pretty much any
successful enterprise performance initiative requires
an artful blend of People, Process, and Technology.

3. 2 Out of 3 …
When it comes to
Rollout Process and
implementation, Project
Managers have a handle
on the Project Plan.
And IT is all over the
Technology side of the
equation.

4. What About People?
But on the People side,
training is still first line of
defense. And training alone
falls short of giving your
people everything they
need to ensure
adoption and behavior
change -– or meeting
the ROI you are hoping for.

5. People Want to Perform
The good news is that most
workers really want to
succeed.
They just need you to
create an environment
where they can do their
best work.

6. 12 Ways to Put People First
Here are 12 things your
people really need –-
but probably won’t tell you –-
throughout the rollout of
your performance
improvement initiative in
order to weather disruptive
change and speed their
time to productivity.

7. 1. Spell Out the Urgency
It IS urgent, right? Otherwise, why would you
disrupt so many people!
They need to know:
* why things can’t stay the way they are
* what will change
* when it will happen
Share your goals, and help them prioritize.

8. 2. Lead with Authority
People want to know Leadership is
sponsoring the change initiative in order
to offer continued commitment and full
support.
Assure them you
have skin in the game.

9. 3. Co-Create a Vision
What will things be like after the change?
Ask team members for input in co-envisioning a
desirable future state that meets organizational
goals.
Then ....

10. 4. Be Transparent
All input is valuable, but be real. Let people know their
efforts matter and will be worth it. But don’t be afraid
to set realistic expectations.
People are far more resilient
than you think –-
when they trust you
and believe in your vision.

11. 5. Over-Communicate
People need to hear something at least three times
before it sticks –- some claim as many as seven!
Borrow from marketing and communicate the same
core message in multiple ways,
over time, using
different channels.

12. 6. Clear the Path
Take a holistic view and
make sure that no hidden
barriers exist
(or pop up during rollout)
that will get in the way of
making the desired change.

13. 7. Celebrate Little Wins
Change is more like a mambo
than a sprint –- three steps
forward, two steps back.
Make sure to build in a number
of little wins and celebrate
along the way to lift people
over inevitable hurdles.

14. 8. Remember: Deployment is
Just a Beginning
While the project team celebrates deployment,
remember that “users” (your people) are only just
beginning to feel discomfort and disruption. Be
sensitive and avoid giving conflicting messages.

15. 9. Honor The Best of
Your Culture
Change is hard enough without
throwing away enablers - things
which are already working in
your favor. Even if your culture is
in need of strong redirection, dig
deep for stories and internal
best practices that provide a
stable and heartening
foundation.

16. 10. Encourage Collaboration
Tap into internal social networks and communication
channels to match early adopters with those who are
hit hardest by the change –- or those just naturally
more change averse.

17. 11. Participate Openly
and Often
Show up and speak up, online and in person.
Demonstrate your gratitude and support
(but only if you mean it.)

18. 12. Invest in Your People
To achieve your projected ROI on your initiative, make
sure to include an adequate investment to earn a
corresponding Return On People.

19. Integrate Change
You’ve just read 12 best people practices for
managing change and building culture during an
enterprise performance improvement initiative.
Some of these can be met through training, and
others through the use of internal tools and
networks. None can be accomplished
as a “one and done” but have to be
woven into initiative planning and rollout.

20. It’s a Marathon
The marathon course from Current State to Desired
State can be grueling. Remember that your people are
“conditioning” while they run the race! They have a
much better chance to make it to the next milestone
when you provide encouragement, guideposts, and a
support crew along the way.

21. Get a Little Help
From Your Friends
The best way to ensure you meet your people
objectives over time is to enlist your project team
to help.
If your project is big enough, consider creating an
internal Initiative Advisory Board. Assign board
members as champions in one or more areas of
concern to make sure each of these 12 people
practices are included in all planning and execution.

22. Presentation & Sketches by
Chris Frederick Willis CEO,
www.media1.us * solutions@media1.us
Media 1 @media1der Chris Willis
The change management best practices in this presentation
are inspired by the works of
Ken Blanchard and Dr Peter F. Drucker
eXperience Max Talent Velocity
New Hires. Acquistions. Leadership. Sales.
www.xperiocity.com