Accelerating Implementation Methodology: key points

• Planned, conscious, skilled enterprise• Engage ALL stakeholders - Targets, Agents, Sponsors &

champions • Importance of cultural fit• Need to plan in detail, for macro approach & micro elements• Multiple implementation intervention elements required• Importance of communication• Monitor continuously

Targets: Those who will change behaviour, processes, knowledge, perceptions, etcAgents: Those who implement change; have implementation responsibility through

planning and executing implementation.Sponsors: Those who can authorise, legimitise and demonstrate ownership for the

change: possess sufficient organisational power and/or influence to either initiate resource commitment or reinforce the change at the local level.

Champions: Individuals who believe in and want the change and attempt to obtain commitment and resources for it

2.Build Agent capacity 3.Assess the climate & culture

• Successful history• Credible with sponsors• Trusted by targets• Aware of local cultures• Belief in project• Knowledge of business

• Understand local climate and culture

• Understand barriers to implementation

• Identify and set clear-cut priorities

• Create real-time feedback loops for sponsors and targets

4.Generate sponsorship 5.Determine change approach

• Build Business Case for action

• Get participation in goal-setting

• Allocate resources• Start and continue

cascading information

• Drive compliance or build commitment?

• Understand implications & consequences of either choice

• Understand the difference between engaging commitment and achieving consensus

• Align & apply recognition & reward systems

• Monitor progress constantly

6.Develop Target readiness 7.Build communication plan

• Involve targets as much as possible, to minimise uncertainty

• Communicate using the right frame of reference

• Surface resistance & deal with it, as early as possible

• Match communication to language and needs of recipients

• Be clear for Targets – what’s in it for me?

• Develop a plan using multiple frames of reference, with feedback loops for all communications

8.Develop reinforcement strategy 9.Create cultural fit

• Make it difficult to continue old behaviours

• Generate rewards for participation in change

• Develop specific measures and implement specific rewards & negative consequences for participation

10. Prioritise action

• If change conflicts with culture, culture wins

• Identify involvement as a strategic asset requiring resources and attention

• Use high visibility & recognition as reinforcement

• Prioritise effective project management