I’ve learned over the years, that most people don’t like change. In fact, I’ve heard that the only people who like change are…wait for it…WET BABIES! Let’s face it, for the most part, we like our routine and doing what we’re used to. I’ve often heard people say things like, “I wish they hadn’t changed the system. Everything was so much easier before.” Or, “Why can’t we do it the old way? I was much more comfortable with it.”
Of course, in the world of training, there is constant change because we are always asking our people to acquire new knowledge and skill and apply it back on the job. Clearly, we need a comprehensive plan to help us manage the change.
In our Advanced Training Manager workshop, we discuss change management as it pertains to making the transition from a training focus to a performance consulting focus. Here are the main tips:
- Clarify the new role and outline the standard and expectations in detail.
- Identify staff members who have the capacity for the new role.
- Provide your staff with incentive/motivation to want to make the change and state the obvious benefits they stand to gain.
- Provide the conditions to perform the new role by allocating a specific amount of time per week.
- Explain how feedback will be given to assist in ongoing professional development in the new role.
- Determine how success will be measured in this new role.
- Give your staff the necessary knowledge and skill to become performance consultants as well as coaching and mentoring.
Some of you may be familiar with the bolded terms – our seven factors of job performance. The same factors required to do your job are also used to manage change. Interestingly enough, these tips can be applied towards any change management initiative.
On a personal note, I have experienced a pretty big change in my own life. Recently, I threw a birthday party for my boyfriend and at the end of the night, he asked me to marry him, in front of all our guests. Needless to say, I was shocked and speechless, which by the way, never happens to me. I’m a trainer—I like to talk!
After it set in, I started fearing the change and what it would mean going forward. Luckily, I recalled the seven factors and immediately calmed down. I realized that I have the capacity (it’s only taken me 46 years), I’m clear on what’s expected, I’m definitely motivated, I’m open to feedback, I know what success looks like, I will take time to nurture it, and I’ve been prepping for this new role my whole adult life!
So, let’s all embrace change, just like those wet babies. I’m looking forward to your comments and learning what else you do to manage change.
Marsha
