Implementation refers to the specific actions necessary to execute an initiative. Effective implementations are those that achieve the desired results on or under time and budget. This can often be the key to success or failure of an initiative. For instance, the quality of the strategy may be superior but without an effective plan for implementation, it will gather dust in a binder on the shelf.
We differentiate between the terms implementation and such words as “roll out” which tend to refer only to the fact that an action was completed, not whether it had the intended outcome. When something is rolled out, often times this means it has been communicated and there is an expectation that someone will operate differently. There is typically no follow up to ensure behavior has changed in some way. When something has truly been implemented, a change (usually a behavior change) has taken place. Implementation effectiveness focuses on a number of areas that must be addressed if the change is to be adopted.
As ROI worked with clients to develop a change strategy, one key principle could be found in nearly every organization while they were able to develop an effective change strategy, the capability to implement was lacking and execution suffered as a result. As a result, the Implementation Institute was founded to be the bridge between strategy and execution. The Implementation Institute has worked for years with clients of all sizes to effectively implement both small and large-scale initiatives. We partner with our clients, transferring our skill and knowledge into the organization, equipping our clients to sustain the change over the long term. Click here to visit our site.
- Define Success - A clear understanding of current state, desired end state and the gap between the two; the business case (rationale); the behavior change required and metrics to track the progress.
- Assess Organizational Environment Understanding the culture, employees ability and willingness to implement and their understanding of organizational priorities.
- Generate Leadership Commitment Ensure leaders are driving the behavior change by aligning what they communicate, practice and reinforce.
- Communicate Tailor communications to the audience, what is important to each through their lens.
- Employee Engagement Engage employees by ensuring they understand what s expected of them, build their capability to meet expectations, build commitment to deliver desired results.
- Manage Risk and Resistance Identify and address impact to stakeholders to reduce risk and manage resistance.
- Rewards and Consequences Drive desired behavior change by ensuring employees are ready, willing, able and accountable for the results.
- Monitor and Sustain Tracking and reporting of metrics, capture of lessons learned and establishment of governance.
The Implementation Institute developed the Implementation Effectiveness handbook utilizing their methodology in conjunction with the Practicing Implementation Effectiveness workshop, also developed by the Institute. Incorporating many of the same tools as the Implementation Effectiveness toolkit, the Implementation Effectiveness handbook is a pocket size (4 x 6) guide including content, tools and processes.
If you are a one of the following, click on the Handbook below for purchasing information:
- Change Agent or Practitioner
- Project Manager
- Internal Change Manager within an organization tasked with implementing a large scale change or an
- External consultant desiring to incorporate a proven change management methodology into their offerings