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Change Management Checkup: How on Track Is Your Organization’s Technology Transformation?

May 7th, 2019   ||    by John R. Osborn   ||    No Comments

New technologies require openness to change to expand marketplaces, streamline processes, and create satisfying careers in local TV. This requires an assessment of where a company stands behind technology-driven transformation.

In Videa’s 2018 change management survey, 72 percent of respondents agreed that their organizations’ plans to automate are already in the works. Only 21 percent, however, felt that their organizations were “very effectively” using tech solutions to adapt to TV industry changes.

Below is a checklist designed to identify change management practices that need immediate attention. The links offer more specific actions.

How to Use the Checklist

An employee-wide survey or change leadership team should grade each checklist item on a 1–10 scale:

  • 1 = “just getting started”
  • 5 = “where we need to be to stay competitive”
  • 10 = “fully in place for continuous change”

This will reveal your organization’s priorities for the remainder of 2019 and beyond.

What Should Your Priorities Be?

1. Quality of Leadership. Successful change won’t happen without organizational change leadership, i.e. the ability to lead people through “driving forces, visions, and processes that fuel large-scale transformation.” It involves more than prescribing change; it also involves attracting the energy and commitment of a workforce. Is the tone and excitement for the challenges of change set from the senior levels of your company? Is there an active change leadership team?

2. Human Resource Management. Has your company empowered a “core team of forward-thinking adapters excited for what the future holds”? This team naturally attracts others leery of change. Do you have a list of specific criteria for hiring or promoting people with these qualities?

3. Personal Development and Team Building.Does your company emphasize and support the personal skills needed for successful transformation by building these skills together with technical training? Is there coaching available beyond formal training?

4. Skills Training. Do you have enough budget to cover the skills training needed for your employees to navigate industry change? Have you hired top quality trainers?

5. Tracking, Understanding, and PostingEmerging Job Skills. Local TV roles most likely to increase and/or require new skills include data, analytics, IT, sales, and automated. Are these job openings and skill requirements clearly posted internally and externally?

6. Developing an Internal Communications Plan.Use listening and communication to gain company-wide agreement on empirical truths (e.g., “We are in a period of change” or “Halfway through, the process will likely pivot”). Do you hold regular department and company-wide meetings to rally support, answer questions, demonstrate success, and clarify the strategic pathway for all? Are questioners labeled “resisters”?

7. Rethinking Organizational Change. As described in Forbes, are you rethinking organizational change management by moving away from using consequences to drive acceptance? While managers are relentlessly communicating about change, is your organization geared toward “stability, routinization, and risk-avoidance”? It’s difficult for these types of organizations to move forward, Forbes explained.

8. Emotional Intelligence. In staff supervision, go beyond teaching about the technology by including the “why.” Highlighting benefits like personal career opportunities and job satisfaction can help overcome apprehensions. As Prosci management consultancy noted, “Organizations don’t change, individuals do.” Do your managers at all levels reflect this understanding?

9.Liberating Silos and Fostering Cross-Pollination. It’s important that industry roles collaborate around technology-driven change through networking, industry events, conferences, and training programs, and even exploring other industries’ successes. Do your organizational silos stifle collaboration and the healthy risk-taking necessary for change?

Thinking about your organization’s priorities is the first step; then, use the checklist and scale to figure out how to spearhead a technology-driven transformation.

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