How do you reinforce change?

Beyond clarity, the timing of communication matters. Establish a cadence of information dissemination that starts well before the change and continues long after its implementation. This prolonged communication cycle helps anchor the benefits in the minds of individuals.

Getting change to stick in an organization is no small feat, but it's something I've had to focus on a lot in my leadership career. Here's what works for me. First, I always make sure everyone knows why the change is happening and how it'll benefit them and the team. No one gets behind a mystery. Then, I spotlight the people who are adapting well... a little public praise can do wonders. Metrics are critical... they show in black and white how we're doing. If we're off-track, it's back to the drawing board. I make sure my team has all the training and resources they need. It's crucial that everyone feels involved in the process. Finally, the change has to mesh well with our other goals and initiatives.

One thing I found helpful about monitoring and measuring, is to make them meaningful and clear. For example, if you are automating a call center and one goal is to reduce customer waiting time, a good metric would be "customer average waiting time" in a given period. Then you set a target (i.e.: reduce waiting time by 30% in the first month). Then you share progress, celebrate success, recognize those championing it, and you keep doing that until it becomes business as usual.

Leverage technology for involvement. Digital platforms enable asynchronous collaboration, accommodating diverse schedules and geographic locations while still fostering active participation.

Apply design thinking principles. Challenge existing structures and processes that hinder change. Design "change champions" roles to shepherd alignment at the grassroots level, ensuring a bottom-up integration.

At the end of the day the only way to reinforce change as a leader is to "walk the talk!" That's it. Be sure that your words and behavior matches what you have set out as change expectations for your team. Change will simply not stick, if leaders operate with a "do as I say, not as I do" philosophy. To sum, become the living example of what good looks like under the change that you're trying to implement and your team will follow...Change is really a game of follow the leader!

Change is the only constant. Provide ongoing training, resources, and support, creating a clear roadmap for your team to follow. Celebrate small victories, as in Charles Duhigg's "The Power of Habit," where rewards reinforce behaviors. Acknowledge and appreciate the progress made, reinforcing the path of change and encouraging sustained commitment to new practices. 🌱🏆 #ChangeReinforcement #SustainingSuccess #ContinuousImprovement