7 questions to ask before embarking on change

Large or small, any transformation, programme or project will fail unless there is a strong focus and understanding of what it takes to lead and deliver the change. Considering and acting on the responses to each of the 7 questions below prior to launching a change initiative will help you to understand whether it is the right time to do embark on it and if you are likely to succeed.

Has change gone well before?

Review previous change programmes. What went well? What could be improved? Did the programme deliver the change it said it would? Has it been sustainable? If you don’t assess how well change was implemented before, you will not know what will make this new change successful.

Is the change wanted?

Asking this question should get you to think about how others see the change. Particularly for those it will impact directly, is there a common understanding on why the change is needed? Do they have that sense of urgency? Do the parts of the business which will be affected by this new change really want the change?

Do people feel personally motivated to change?

Successful change will require changes in what individuals do and how they work through all levels of the organisation. How do your people react to change? Do they challenge the status quo? Are they eager to search for something better? Does your business have a culture which continually strives for continuous improvement? Are senior executives open to change?

What else is going on?

For large organisations this is an important question. Change upon change upon change is not always good especially if one department will be undergoing change from a number of different sources. If this is the case how are you going to manage multiple change projects? Make sure if you decide to go ahead that the risks are noted along with any mitigation.

Does the business have the funding and resources available to make the change happen and sustain it?

While the first part of this question may well have been considered when planning for the change itself, what about funding to sustain it? Consider what is required to be able to reap the benefits from the change. Consider previous change initiatives and the impact on key people. Have some got frustrated and left? What would you do differently?

Is the organisation non-hierarchical and are people accustomed to collaborative work?

If your change impacts process and culture then a non-hierarchical organisation is best placed to support that change. If it is a hierarchical organisation then what will you do to encourage collaboration? If you have a good HR department then get them involved or get outside help with expertise in these areas at an early stage of the planning process to ensure this is being considered.

Do you have Leaders that are respected and effective?

Having good performers in your business who are respected end effective in what they do are a necessity for effective change. Have a look through your organisation. Do you have such leaders? If you don’t, get some!

Andy Moyes is a change leader, a PROSCI practitioner, with over 20 years experience as a professional interim and consultant. He is firm believer in the importance of leading and managing change effectively to deliver successful sustainable transformation.