I know how to create change. Over my career I have learned how to change performance and how to change the organization’s culture. There have been instances when Senior Executives have requested improvement with departments or to grow revenue when others have fallen short and most recently when another leader is needed elsewhere in the organization and their department was assigned to me. In each case, when assigned a new leadership role and/or a team added to my responsibility, the Executive expected change!
Some actions proved extremely successful and there were always some objectives that took longer to turn than others. In every experience, there were lessons learned coupled with continued growth in my leadership and I was always able to better define what not to do. Those strategies, experiences and lessons are for another blog post. Today, I want to share a simple weekly reporting tool and methodology that I utilize that helps focus an organizations and change teams performances. My leadership style uses this to improve plans, priorities and share results. This process is change management tool because it is a simple way to understand what is going on, what everyone is working on and avoids miscommunication on what is a priority and what is important.
This simple recurring status update that answers three questions (or sections) to provide written insights and to keep momentum moving forward. Each question has 3-5 activities listed that should encompasses ~80% of the persons time and efforts.
Plans: What are you planning on doing this week? Future. Typically, weekly or bi-weekly.
Progress: What happened and what did you do? This is where the previous Plan section is moved and reported. How did their plan go this week?
Problems: What problems were experienced and what is stuck. Do you need help to solve these problems?
When first implemented, recommend weekly updates, then bi-weekly to ensure buy-in and collaboration. This saves a tremendous amount of meeting time by capturing this information in writing and being reviewed independently. Teams like it, because it is more efficient and saves time.
Real World Experience: One critical change management learning I leverage by using this methodology is the ability to help define priorities.
Align Priorities: Each individual and team needs to focus their efforts on what is a priority, what is important and know what is not a priority nor important. Many instances teams needing change are focused on good activities just not the right prioritizes.
Mid-Course Corrections: Secondly, it allows better mid-course correction opportunities when outside requests or projects come in that need support.
Uncovers Problems: A third benefit is to help define problems earlier prior to being roadblocks that could impact revenue, timelines and projects plans.
Cultural Change: Another benefit is the team likes knowing they are investing in the right priorities. Most discover the value in this recurring confirmation and course corrections. This process does change their mindset and builds their self-esteem and organizational value.
Let’s talk if you need help implementing change and/or synthesizing ways to produce the desired outcomes. While simple this takes time to reap the rewards it will produce results.
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