Organizational Development Consultant

Fifteen Techniques for Implementing Decisions: #6 Goal Plan Go

November 24, 2014

“I read that there is a higher likelihood that goals will be obtained if the work to achieve those goals is started immediately. I have a goal-setting meeting coming up with a large group of people. After we set goals, I would like to start some of the implementation planning as soon as possible. Is there a technique that will help me do this?”

#6: Goal Plan Go

What is Goal Plan Go?

Goal Plan Go is a technique that invites your meeting participants to take responsibility for transforming the group’s goals into action. The process allows individuals Continue reading

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Fifteen Techniques for Implementing Decisions: #5 Force Field Analysis

November 20, 2014

“There are a number of competing groups within my organization. Sometimes a good idea can be squelched because the people who thought of and developed the idea did not consider its potential opposition. Is there a systematic process to deal with this type of potential problem?”

#5:  Force Field Analysis

What is Force Field Analysis?

Force Field Analysis is a technique that involves identifying both the forces that support and the forces that resist a decision or change, and then determining how to strengthen the positive forces and weaken the negative forces so that the change can Continue reading

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Fifteen Techniques for Implementing Decisions: #4 Individual Action Planning

November 17, 2014

“Sometimes I wish people would take responsibility for their own part in implementation. We have people from different areas of the organization in the room and I they would say what they will do to help us achieve our goals. Do you have any suggestions?”

#4: Individual Action Planning

What is Individual Action Planning?

Individual Action Planning is a simple technique for identifying individual commitments and contributions to the implementation of a goal.

In this process, each individual in the meeting group publicly states what he or she intends to do to support the newly agreed-upon Continue reading

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Fifteen Techniques for Implementing Decisions: #3 Test for Support

November 9, 2014

“Even though our group approves a decision for implementation, sometimes I get the feeling that there isn’t total support for that decision. Is there a technique that would better ascertain true levels of support before we begin implementation?”

#3: Test for Support

What is Test for Support?

Test for Support is a technique that provides a process for discovering how much true support there is for a decision, goal, or action plan that has already been approved.

One cannot assume enthusiastic support from all group members simply because a decision has been approved by the group. This misguided assumption Continue reading

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Fifteen Techniques for Implementing Decisions: #2 SMART Goals

November 5, 2014

“I think the goals we set are clear and agreed upon during our meetings, but even hours later there seems to be little agreement about exactly what we agreed to. How can we avoid this problem?”

#2:  SMART Goals

What are SMART Goals?

The SMART Goals technique helps you obtain clear agreement from your meeting group about exactly what is meant by any particular goal. This technique is also excellent for improving the likelihood that a specific goal will be implemented to the satisfaction of everyone who is involved.

The SMART in SMART Goals is an Continue reading

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Fifteen Techniques for Implementing Decisions: #1 Chart Actions

October 30, 2014

Meetings are more powerful and effective with an implementation, next steps, or action component. But while many groups agree on where they want to go and what they need to do, few plan how to get there. This often results in conflict, confusion and diminished effectiveness. Gaining agreement on how these group decisions will be carried out strongly increases the likelihood of success.

The 15 Techniques for Implementing Decisions demonstrate how to efficiently move a meeting group toward action. These techniques ensure agreement on actions, clarify roles and responsibilities, and formulate plans for review and follow-up.

Techniques include:

  1. Chart Actions Continue reading
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The 4 Phases of Sustainable Change

October 26, 2014

If you are designing a change program, you will likely want to customize a plan that will best meet the needs of your particular situation.  I’ve shared a few models of transformational change over the last few weeks, and today I share my own model.As we all know, most change programs don’t stick.  So this model focuses on sustainability.

Whatever model you chose or customize, successful organizational change is reliant on a solid plan, buy-in and engagement with key stakeholders, rigorous implementation, and a focus on the factors that will enable long term sustainability.


I encourage you to Continue reading

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Another view of the Phases of a Change Project

October 20, 2014

There are many solid models describing the phases of a transformational change program.   In my last blog, I shared the 5 Stages of Business Transformation from Clive Mallard of the Independents’ Consultant.  Today I share another excellent example from Maryann Gallivan of Gallivan Consulting.  Here it is.




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You will find my book Mission Critical Meetings: 81 Practical Facilitation Techniques on Amazon.

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The 5 Phases of Business Transformation

October 13, 2014

In this blog I share insights from Clive Mallard of The Independents’ Consultant, who articulates sound advice for anyone involved in a large scale change within their organization.

It may be that you’re dealing with a single process within the business, or a specific function of the business; you could even be involved in part of a major transformation programme across the business. Whatever the scale though, for a business transformation to be successful, each of the 5 phases must be followed. So here’s a brief overview…The first phase is to Discover what the burning Continue reading
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Why implementation matters in a major change effort

October 7, 2014

This excellent article from McKinsey is a must read for those implementing transformational change in their workplace.

Why implementation matters

How important is the way you implement a major change effort? We surveyed more than 2,000 global executives to find out—and to learn from the best.

August 2014 | byRaphael Pustkowski, Jesse Scott, and Joseph Tesvic

Implementation matters. That may be no surprise to executives who have lived through the challenges of actually executing strategies and major change programs. But what may surprise you is just how much impact implementation has on a range of measures Continue reading

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