Framework 126 Best Practices For Facilitating Change

Introduction

There are 9 components to this

1. Engage stakeholders early (need to combine strategy and execution; need to invite all relevant stakeholders to share their ideas, hopes and dreams at the start of the process, ie co-create, co-design; this will significantly reduce resistance especially during execution)

2. Focus on 'why' (people have different sources of motivation; need to explore the unique feeling and forces that drive this that behaviour; use of storytelling plus quantitative proof to back up the actual decisions)

3. Visualise your progress (
"...Change can feel uncomfortable simply because it is unknown. That's why it's important to paint a picture of what's to come - quite literally, since abstract ideas are typically a lot easier to communicate through visual cues like pictures, graphs and videos..."
Howspace, 2022)

4. Close the feedback loop (
"...Communications tends to spark questions. As a change leader, it is your job to listen to these questions and answer them - preferably quite fast, since unanswered questions can cause uncertainty and frustration..."
Howspace, 2022)

5. Arrange discussion groups (as people experience the process in different ways, there is a need to create local communities of people with shared perspectives, hopes and fears so that they can focus on their part of the change initiative; this will increase their commitment to the process)

6. Offer peer coaching or 1-to-1 support (
"...By becoming accountable to a small group of their peers, the participants are much more likely keep their promises and deadlines. Remember that peer coaching can be facilitated asynchronously and/or remotely, which is a common requirement of modern organisations..."
Howspace, 2022

7. Keep change in the limelight (most change initiatives can feel like extra-curricular activities as everyone still has their normal tasks to do. Thus you need to keep people involved in the change process.)

8. Leverage natural forces (it
"...makes sense to power a small group of highly motivated individuals to drive change from within and reach out to people that would normally be difficult to get on board. With these change champions in your corner, your chances of success will increase considerably..."
Howspace, 2022

9. Keep an eye on the force field (Use the driving force analysis (for more detail, see elsewhere in this Knowledge Base) to understand that there are multiple forces which will work for and against change initiative; also be aware that new obstacles, challenges, opportunities, etc  will arise during the process)

(source: https://www.howspace.com/organizational-development?utm_medium=email&_hsmi=134104076)