What if all the changes and projects you're working on were cancelled tomorrow. Would it matter?
Sometimes it all feels too much. Spinning all the plates, trying to deliver the conveyor belt of changes alongside your day job. Trying not to be distracted by the next wave of changes already looming on the horizon like an ominous raincloud.
There's a temptation to plough through change by breaking it up into a checklist of tasks to complete. Just get it done and off your desk before the next one lands.
Making time to really understand and engage with the change properly might feel like a luxury you can't afford right now. All completely understandable and you're not alone, most people are doing the same. But then most changes aren't getting the results we hoped for either.
So what if we stopped pretending the change matters and cancel it instead?
Would it matter? What would be different for you and your team, your business, customers or the wider world? If you're not sure, then it's probably time to take a breather. In the rush to get through it, we can lose sight of why we're bothering. Ploughing more time, energy and resources into something that we're (subconsciously) saying doesn't matter anyway.
Here are some simple questions to ask yourself to understand why you're spending time on a specific change and how things will be different for you as a result. The answers might be different for other people, but consider them from your own personal experience of the change.
What does the change mean for you?
Why is the change important - to you, your business and the people you work with? What problem does it solve? What need does it meet? What's your personal motivation to spend time on it?
What might be different for you and your team as a result of this change? Will it change what you do (i.e. the stuff in your job description), will it change how you operate (policy and processes), will it affect where and when you work, the tools you use, who you work with, how you behave, how performance is measured or financial considerations (pay, rewards, budgets etc).
Who else do you interact with regularly (within the business or externally) and will they be affected by this change?
Where will you notice the changes? Will it affect the locations you work?
When will the change take place? Do you know the start date, key milestones, deadlines for delivery? Will it happen all at once or in stages? Will timings be different for other people?
Are there other changes taking place at the same time? Are they connected or separate? Are there interdependencies and opportunities to combine actions, or conflicts and challenges to be resolved?
How can you personally help deliver the change successfully? What 3 actions can you take next to make progress?
If you can answer these questions confidently, then you're much more likely to give the change the attention it deserves and deliver the impact you're hoping for. Crack on and good luck!
If the answers are a bit fuzzy, then consider pressing pause. Now is the right time to ask questions, request more information and talk things through with the right people. Getting clarity will help you focus on the right actions, prioritise the change against the rest of your workload and help give your team the support they need.
If you'd like a simple template to capture your thoughts then sign up to my mailing list at www.changeready.co.uk.
And if this has inspired you to think about a different way to make change that matters in your business please get in touch, I'd love to talk hear more.
Davina