Any of you out there interested in creating change? I believe we all are…just some of us are more motivated to do something about it! The Toronto Blue Jays are taking part in the postseason for the first time since 1993, and the changes they have made in their lineup are part of the reason. New pitcher, change in left field, and more, have all been positive changes.

Everyone with their hand up....they must be ready for change!

Everyone with their hand up….they must be ready for change!

Change, for anyone, is hard. Large changes or transformations within an organization – like a baseball team or soccer team – are even harder. It means taking all those individuals and helping each and every one of them to change. Sounds like a lot of work, and not very easy, when you look at it like that.

McKinsey is a global management consulting firm that does extensive research into improving client performance (http://www.mckinsey.com/insights). Their latest findings suggest that investing time and effort UP FRONT to design initiatives for change works better than putting equal time and effort in after the change has started. These findings suggest that the most effective initiatives involve four key actions: role modelling (BE the change), fostering understanding and conviction (help people to understand and believe), reinforcing changes through formal mechanisms (put it in their job specifications) and, and developing talent and skills (provide formal and informal training). These actions are critical to shifting both mind-sets and behaviours.

Yes, her eyes glazed over and I think I put her to sleep with my talk about change management!

Yes, her eyes glazed over and I think I put her to sleep with my talk about change management!

I can see you now, eyes all glazing over and wondering why you’re even reading this. I’ll tell you why: you’re reading this because it is going to make a difference in how you do change management! McKinsey’s research demonstrates that when companies or organizations (or teams) design a portfolio of change initiatives based on all four of those key actions, success is like to follow.

They go on to suggest that you must ensure these change initiatives complement and support one another, but at the same time, are truly innovative. Indeed, some companies indicate that just using tried and true activities often limits successful change. The most effective initiatives focus on an organization’s strengths and take advantage of where they are already effective, preparing and encouraging change in unique ways.

For you Jays fans out there, or supporters of Toronto Football Club, it means finding out what the team does really, really well, supporting that, and then introducing the change…say, like a new pitcher or incredible striker. And the team morphs around that introduction.

At the same time, the research tells us that being systematic in prioritizing change initiatives also helps to predict successful change. So preparing and planning for change in a systematic way, laying out which initiative will follow which other initiative, is going to help you in your change efforts.

And do you develop these innovative, creative initiatives by yourself, locked in your little change management office? NO! We know that involving people across an organization (or a team) with the design of that change will be wayyyyy more successful that ignoring them.

Brilliant defending!

Brilliant defending!

When I coached my daughter’s soccer team, I recall struggling with a defensive line problem – too many balls were getting past our defence into our net. It just seemed so obvious to me to sit down with my defence players to brainstorm ways to improve. It was the players themselves who came up innovative ideas, and created their own demanding practice drills that tightened up our defence. I coached the drills, but because the players had such a critical role in how we were going to strengthen our game, they chose to work hard. Talk about a change in behaviour and performance. FYI, we won the league that year.

You too, can win your league or at least be successful with your transformation when you adopt a multi-initiative approach to change. Consider how to role model, help your folks to understand what’s going on, use formal AND informal change mechanisms and develop (or bring in) talent and skills. Mindsets, behaviours and your entire organization are sure to change…is a good way! Just look at those Jays…some positive change, and they are on their way to the World Series!