Strategy Planners often look for low hanging fruit and quick wins to inject credibility and momentum to their Change Management efforts. My business start up has benefited from a quick win; some consulting work for my former employer that required little of the hard sell that other potential opportunites will demand. This early success brings some risks; the temptation is to assume that the early momentum will translate into sustainable change. The Change Manager has to focus on the long haul and ensure his/her plans include energetic action to reinforce and cement early progress. Communication must use multiple channels and key messages be repeated often to reach the target audiences.
Surely the defining quality of the successful Change Manager is the determination to tackle the long haul. Early in a project, the need for structured change management focused on people and processes is often discounted in the pursuit of an IT solution or a reconfiguration of the boxes on an organisation chart. The Change Manager may have to take a back seat; quietly executing communication plans and developing training while the, apparently sexier, implementation progresses.
So enjoy the quick wins and focus on the long haul.
Change is Good.