1. Gap Analysis
Know where you are, where you want to
be and clearly understand and define the gap. Develop a selection of possible
solution pathways, each with pros, cons and risk assessment;
2. Capability Analysis
Measure the variation of skills to
understand how your team and resources rate against various benchmarks;
3. Leadership Analysis
Do your leaders, managers and
supervisors have the necessary skills/ attitude for leading the change? How
would you know if they do, especially when many actually may not?
4. Action Analysis
Sometimes, fear can dominate, thus
overwhelming the drive for action and result in a series of second guessing and
even self-sabotage. Ego-defence mechanisms crop up and people start blaming and
avoiding accountability. This leaves the leader to be the sole source of decision-making,
and that also slows down progress and overwhelms leaders with work that should
be action by empowered team-members. Hence, analyze successful implementations
and in particular, the key reasons for failed implementation;
5. Mindset Analysis
When strategies fail, executive teams
usually determine to fix one, or both, of two things: communication and
training. Depending on their mindsets, individuals will filter messages in
different ways. We need to identify their mindset and character preferences and
help them shift to the right mindset. (Asia
Pacific HRM Congress)
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