a good idea is usually harder than thinking it up in the first place. This
is especially true in organizations where putting in place a new practice
requires many peoples' understanding, agreement, and willingness to act.
Then, of course, there needs to be an established commitment to
keep up the new practices even if no one's looking and they think the old
idea simply "made more sense" to them.
To implement, one needs to capture
peoples' minds, hearts and spirit. And, to do that takes planning,
diligence, testing, self-correction and collaboration. Implementing means
documenting everything that must be done (one step at a time) to go from the
place that the organization is now to the new practice process or system
that is now seen as the "future state." Planning the necessary
political "moves" of the implementation requires willful and
deliberate planning to capture the potentially dangerous organizational
forces in change and use them to the changing organization's advantage. This
planning and documentation includes not just listing the action steps but
also designing the work that can capture the understanding and interest of
the implementers (change management).
Transition or Implementation Plan
Transition or Implementation Plan builds a BRIDGE FROM the current way
things are to the place you want the organization to be. Building toward
it is the only way to get to the desired future. E-mailing change or
verbally ordering things to change won't make a new idea happen
developing a detailed implementation plan and trying instant
implementation will most certainly lead to "clean up" - a faux
new state. In the pretend new state, pieces of the new are combined hap-hazardly
with a few future concepts and people spend most of their organizational
time trying to clean up the impromptu mess.
implementations can be avoided in your organizations by expert
construction and maintenance of your implementation planning. Let Davis
Wick Consulting, Inc. help you take your well-laid plans and put them into