Change is hard. So let's call it evolution. But evolution is just...natural.
Functional analysis can help you identify the impact that your planned change has on each group of employees and stakeholders. This will enable you to anticipate potential issues and needs and make early modifications.
Identify the specific new behaviors needed to accomplish your goal(s). Also, consider which behaviors people will need to stop doing. Determine what training or skills your employees will need to do this well.
We tend to mistake a lack of compliance with a lack of motivation - but often, ability is the biggest issue. Frequently, people don't feel confident that they know how to do precisely what you're asking and are afraid to admit it.
Executives communicate the high-level plan and strategy, while direct leaders communicate details to their groups, create accountability, and gather feedback.
Ask your employees how they feel about the change, how ready they are, and their level of motivation. When they tell you, really listen and acknowledge what you've heard, whether through paraphrasing and empathy or direct action.
Help employees feel the positive impact of change early and often. Find ways to enable employees to experience a piece of the desired end result now.
The more difficult the change is perceived to be - the more time, resources, and effort will be required to create and sustain it.
Pressure to do it perfectly creates resistance. Instead, encourage new behaviors and steps in the right direction and celebrate progress.
