Seriously, I should rebrand this blog a “splog”, a sporadic blog! It’s been two and a half months since my latest blog post. Shame on me! I have to change my habits.
Talking about change, let’s continue where I left off late August; changing change management. I promised then to expand on how an Enterprise Social Network (ESN) can facilitate your change management efforts.
Obviously, the inner circle can leverage a wide range of tools to make their work more efficient. They can develop and manage their plans in a community, share, comment and co-edit files to minimise confusion and effort duplication, they can discuss in a forum or in status updates and so on. But those things are a given. Let’s look instead at how the ESN can help the work outside of the change team and decision makers.
Let’s have a look at what you need for reasonably smooth, lasting change:
- Understand the terrain – Face it. You will never understand the situation as-is as well as the people “out there”. Nor will you ever understand what their pains are or their aspirations. You need to get input from the field.
- An ideation blog lends itself as well to gathering input – requirements – as it does to collect and evaluate ideas. Let people post their input, encourage others to comment to develop and refine. Ask them to vote to help you in your prioritisation
- Clarity is key – Times of change are usually times of worry (at least by the people expecting to get impacted by the change). The main remedy is early, clear and frequent communications.
- A blog (maybe a video blog) – is a perfect way to spread the word without risk for it getting lost in translation. Use blogs, early and continuously, to communicate the rationale, milestones and progress of the change programme
- Wikis are great to post plans, new policies and procedures. The entire team can edit and they can be changed over time. As questions start to flow in, it’s easy for the team to create and maintain an FAQ in a wiki
- If you happen to miss out on something in your blog or wiki, anyone can be allowed to comment, giving you a chance to fill the gaps, clear misunderstandings and kill rumours. Nice, ey?
- Manage questions, manage worry – As I stated above, many get worried as soon as they hear a rumour of change coming. And worries is fertile ground for rumours.
- Open forums allow people to air their worry and allows you to respond before they grow into rumours in email chains, at lunch tables or by the water coolers. As I mentioned above, the most frequent or most important questions could easily be turned into an FAQ, to simplify your response management.
Finally, if the change at hand involves acquiring or creating new units or teams, try to compare the effort of just pushing a button to create a community for that team or unit with restructuring and changing the navigation of your old fashioned top-down intranet with or asking an administrator to build a team site in clumsier tools than my favourite one.
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