Most significant change initiatives show up on the radar of your organization’s leadership team at some point. The most effective changes are given executive sponsorship attention early in the planning stages. The classic disasters are noticed only when things go wrong. The best Change Agents aggressively verify Sponsorship all the way up the org chart.
- Clear Direction: Demonstrate the strategic rationale for the change.
- Decisions: Act as an escalation point for issues and decisions the team can’t resolve.
- Communication: Executives shouldn’t send all communications for the change, but an occasional direct message will reinforce stakeholder expectations.
- Understanding of the Change Process: Recognize the natural adoption process without condoning a dip in productivity.
- Boundaries: Set clear expectations for what stakeholders should do to get ready and when they need to engage.
- Resources: Provide people, time and tangible resources to make the change successful.
- Attention: Thoroughly understand what’s changing and don’t wait until things get dicey to get involved.
- Trust: Great Sponsors don’t take over the change or micromanage it.
For more information on Sponsorship topics, see these posts:
- Follow the Leader
- Who Would Ever Want to Be King?
- Success Factor #1: Alignment
- A Question of Sponsorship
Question for Chatter:
- What effective (or ineffective) Boss behaviors you have seen when it comes to implementing change?
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