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Define your change objectives
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Choose your measurement methods
3
Select your measurement tools
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Analyze and interpret your data
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5
Communicate and share your findings
Change management is the process of planning, implementing, and evaluating organizational changes to achieve specific goals and objectives. However, how do you know if your change initiatives are effective and aligned with your desired outcomes? In this article, we will explore some of the best tools and methods to measure change impact and track your progress.
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- Zachary Davis Strategy Execution and Leadership Consultant; Veteran 1
- Sean Morris, MBA Business Excellence | Organizational Development | Lean Transformation | Leader Effectiveness | Employee Engagement 1
1 Define your change objectives
Before you can measure change impact, you need to have a clear and specific vision of what you want to achieve and why. What are the main drivers and benefits of the change? What are the expected outcomes and indicators of success? How do they align with your strategic goals and values? By defining your change objectives, you can create a roadmap for your change journey and set the direction for your measurement efforts.
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- Zachary Davis Strategy Execution and Leadership Consultant; Veteran
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The first step to change is to understand the change and commit. There are many change management models and all of them have their pros and cons. But it is key that your business uses one. Even if just an informal guide. It gives you the framework to keep change from being a nebulous "thing" to a tangible action that can succeed. Additionally, change must be aligned to your strategic objectives. In my practice, you lose momentum and buy-in when you do things outside of what you're strategy is. Ensure your change efforts align with your competitive advantages through your strategy and you will have a much better change of making lasting change.
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When defining objectives, I find it helpful to write the objective using the following formula: verb + what you want to accomplish + why you want to accomplish it. This latter part of the formula is important because it creates the proper context that helps to shape the actions and results needed to achieve the objective. For example, I could write the objective "Increase physical activity." This follows the first two steps of the formula—start with a verb (increase) followed by the thing I want to accomplish (physical activity)—but without the third part I don’t know how to tailor my actions. Increasing physical activity to run a marathon requires different actions than increasing physical activity to bench press 300 pounds.
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2 Choose your measurement methods
Different ways to measure change impact exist, depending on the type, scope, and complexity of the change. Surveys and feedback are useful for gathering data on the perceptions, attitudes, and satisfaction of stakeholders, such as employees, customers, or partners. Interviews and focus groups are more qualitative and in-depth methods to explore the experiences, opinions, and insights of stakeholders. Metrics and analytics are quantitative and objective methods to measure the performance, results, and outcomes of change initiatives. All of these methods can help to assess the readiness, adoption, and resistance to change, as well as the impact on engagement, loyalty, productivity, progress, efficiency, effectiveness, and key indicators, such as revenue, costs, quality, or customer satisfaction.
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- Sean Morris, MBA Business Excellence | Organizational Development | Lean Transformation | Leader Effectiveness | Employee Engagement
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Defining objectives provides a destination (the what), but we also need markers along the way (the how). We need metrics or key results to tell us whether we are achieving the objective or not. As with objectives, key results follow a formula: verb + what measure you want to track + from X to Y. For example, Increase (verb) Net Promoter Score (what measure you want to track) from 35 to 45 (X to Y) follows the formula well. Key results are measurable and verifiable, eliminating ambiguity.It’s important to keep the list of measures limited to 5 or less. Too many and you risk losing focus on what’s important. Too few and you risk not having adequate measures to accurately assess whether you were successful in achieving your objective or not.
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3 Select your measurement tools
Once you have decided on your measurement methods, you need to choose the appropriate tools to collect, analyze, and report your data. Popular tools include SurveyMonkey, which allows you to create, distribute, and analyze surveys and feedback, Zoom, a video conferencing and collaboration tool that enables you to conduct interviews and focus groups remotely, and Google Analytics, a web analytics tool that helps you measure and understand your website traffic and behavior. SurveyMonkey can be used to design customized and engaging surveys, reach your target audience, and generate reports and insights. Zoom can be used to schedule, record, and transcribe your sessions, as well as to share your screen, files, and chat messages. Google Analytics can be used to track the sources, sessions, and conversions of your visitors, as well as to set up goals, events, and dashboards.
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4 Analyze and interpret your data
After collecting data, it is necessary to analyze and interpret it to draw meaningful and actionable conclusions. To do this, you can use different techniques and frameworks, such as SWOT analysis, a strategic tool that evaluates internal and external factors that affect change outcomes, and the balanced scorecard, a performance management tool that aligns change objectives with strategic goals and values. Additionally, the change impact matrix is a visual tool that assesses the magnitude and direction of the change impact on stakeholders, processes, and systems. This tool can map the positive and negative effects of change initiatives, as well as identify risks, issues, and mitigation strategies.
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5 Communicate and share your findings
The final step of measuring change impact is to communicate and share your findings with your stakeholders and decision-makers. You can use different formats and channels to do this, such as reports and presentations to provide evidence, insights, and recommendations for your change initiatives, as well as dashboards and infographics to illustrate your change impact, trends, and patterns. Additionally, stories and testimonials can be used to showcase the human side of your change impact and to inspire and motivate your stakeholders.
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Change management is difficult and time-consuming. It requires several things. To start with - one needs to understand why change is required and what purpose does it serve? How the process looks like over time? Is it acceptable and recognized by people? The quantification of change can be done with impact areas such as finance, marketing and sales, operation, etc. One needs to develop metrics and indicators to understand the process and outcome. The expected outcome should be assessed with the actual outcome. Change management is a journey and one needs to take care of it to get the expected result. There is a need to develop metrics and indicators to understand the journey and end result.
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