5 Steps To Management Commitment 

No matter what the change project – be it the introduction of a new accounting system, a change from regional to strategic account management, the opening of a new office - all the authorities agree that management commitment is necessary for change success. Yet history (and for many projects, bitter experience) shows that many change projects fail to get it. Ask owners or managers, however, and they will tell you that, apart from spending money and assigning people, they don’t know what this ‘commitment’ means.

In fact, management commitment is primarily about direction and attention. With this in mind, here is a five step plan for owners and managers to secure and show their commitment to success.

1. Explain what the change is and why it is neededSpell out to all involved what change is needed, why it is important, and how it will work. Do this at the start of the change and throughout the change process.
2. Require milestones that show what has been delivered Demand a plan that shows what is to be delivered at regular intervals (four weeks apart at most). At each milestone, ask for evidence of how it is taking you closer to the goal. (It’s a good idea to begin any review session by repeating step 1, above).
3. Set standards A key role of owners or managers in any change is to set and maintain standards for performance. Set standards not only for what you expect from the change, but also for the milestones as well. Remind people of these standards and immediately pull up people who fail to meet them. At the same time, however, praise those who meet the standards early or well. One standard to set straight away is to include the change project as a regular item on your management team agenda so that you and your team review it frequently.
4. Go and lookIf change is happening, go as early as you can to see it in action with the people who are affected. Make sure they know you’re paying attention, and that you want them to tell you what is working well – and what is working less well. Follow up your visit straightaway with a note to those you met outlining what you learned and the actions you will take.
5. Remove barriers Change projects don’t run smoothly. Any time you discuss the change with those involved, have them tell you the barriers that are in their way, and work with them to determine the best way you can help to overcome these barriers – be it a phone call, additional resources (within reason), or convening a meeting to bring conflicting parties together.

Content by:    

• Bloomstorm Ltd
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