Keeping track of change
Why guess when you can know? The Change Barometer© is our own tool for finding out how prepared your organisation is for the upcoming change. We collect data on the current change topic – including organisational behaviour, culture, leadership, communication and learning – by interviewing a sample of the target group, then make our analysis. The tool also reveals the “language of the organisation”, giving us important input on how to shape communication and learning according to the already existing lingo.
Creating effective communication and learning requires understanding of the receiving organisation. Post-training & communication surveys are an easy and quick way for getting instant feedback from the target group. The results of these are however somewhat blunt, and to really find out whether communication and learning efforts are successful or not one needs to investigate further. “Shadowing the user” is a most effective way to understand where your target audience is mentally and physically – both before, during and after any communication or learning activity.
The general engagement level varies in different organisations. Many large organisations struggle with being agile enough to be able to adapt to the speed of change today. Employee engagement is key for any business’s ability to adapt and innovate at a sufficiently fast pace. In other words, it is not easy to isolate the engagement for a single change initiative from the general engagement level at any given time. This needs to be considered. Observing the target group over time in a structured way is a well invested effort. From the perspective of the single change initiative, follow-up provides insights on how well the change has been rolled out. Continuous follow-up creates dialogue, and dialogue creates insights on how far the change journey has come. Finally, through follow-up, the initiators get useful examples (more or less positive) to communicate to the entire target group.