A step by step approach to evaluating change
Change conversations are often challenging, and many leaders fail in this effort. But you can successfully introduce change by following four distinct steps:
Step 1: Successful Past
Make a complete list of what is going well and the contributions made to date, things like:
revenue growth
morale
expense control
employee onboarding
retention
advertising campaigns
always ask the audience what else belongs on the list
Step 2: Cost of Change
Make another list and this may be harder. You must include all potential costs caused by the change.
expenses
emotional/morale impact
loss of focus,
investment implications,
customer impact
always ask what else belongs on the list
The list should include things you would rather not think about.
Step 3: Cost of No Change
Acknowledge how well things are gone and recognize the potential costs. Despite all this, change is coming. Here is where you list the cost of not changing. This is the why behind this change. The risks may include loss of market share, inability to attract talent, and/or inefficiencies. These are likely the reasons you are considering a change in the first place, but spend some additional effort to itemize them.
Step 4: Proposed Change
What is your best hope for the change? Where are you going? What is the hope for the future due to the change?