Change Management Tip: Everyone “Needs” Involvement In Process Makes a Sticky Situation

It’s touted as a great way to get buy-in: get everyone involved. By that, leaders think they need EVERYONE to be involved-especially on a small team, where everyone has a strong vested interest in the organization’s success.   

So here’s what happens next: the BIG IDEA (change) is identified and it is time to develop the plans and the result, and EVERYONE is involved. All of the sudden, reviewing and approving changes is easier said than done; people react slowly to emails and it takes forever to get sign-off on action items. With too many people looped into the change process (or if the wrong people are included), the team struggles to get changes in a timely fashion.

Solution: If you’re experiencing bottlenecks, chances are there are too many people involved.

Bottlenecks are frustrating, but they can be avoided by making sure only the people who really need to sign-off are included in the process. Common culprits for bottlenecking are those at the VP or senior manager level. This is especially true if that person is someone who wants to see everything, but tends to overestimate their ability to do a million things at once.

A key to keeping momentum on a project with multiple stakeholders is clearly defining stages of the change and the roles of the stakeholders. Leverage trust and buy-in by involving EVERYONE in the early stages identify what needs to be changed and the end result you desire. Get consensus and then transition to a phase where people are empowered to do their part to build and effectuate the change. The high-level change and project sponsors are informed as the major milestones are met and are brought in for sign-off/recalibration if there are significant adjustments to the project needed to get the intended results. A tool to help with defining roles of stakeholders in a change project is a RASCI chart.   

RASCI charts are a cornerstone for creating communication plans during project implementation. The “Consulted” role signifies the two-way communication typically between “R” and “C.” The “Informed” role signifies the one-way communication primarily from “R” to “A.”

If you are interested in learning more about how to keep your changes moving forward with stakeholders and communications working in harmony, Contact Us. We can help!