If You Fail To Plan (For People), Prepare to Fail!*
The technology SVP awakened the sleepy conference participants with her effervescence and storytelling.
Creative Non-Fiction. Change Management. Presentation Skills.
Alright, buckle up, everyone, because I’m about to take you on a transformation rollercoaster!
We’d just wrapped a strategy session, and let me tell you, the air sizzled with ambitious ideas.
The CEO had unveiled a blockbuster plan — a complete digital and AI overhaul. A new CRM, shiny e-commerce platform, the whole shebang. Data-driven decision-making — the future was here!
Now, my program leader, Alex, was a go-getter. Eyes gleaming, he practically vibrated with ‘Let’s do this!’ energy.
But a needling voice in my head wouldn’t be silenced. Alex was all action, sometimes at the expense of, well, planning.
“Hold on, Alex,” I said, raising a hand. “This isn’t a website presence refresh. It’s a full-scale transformation. Have we considered the people side of this equation?”
Alex blinked. He seemed momentarily derailed.
He said, “Well, sure, training on the new system…”
“Training’s just a piece of the puzzle,” I cut in gently. “A seismic shift like this strategic direction demands a comprehensive plan. We need a roadmap for the tech rollout, let’s anticipate and mitigate the massive disruption, and with our managers, we need to figure out how to support our people through the transition. Tossing new tools at them and expecting smooth sailing just won’t work.”
Alex’s initial enthusiasm dimmed, replaced by a thoughtful frown.
He said, “You’re right. Maybe we should get a change management specialist on board…”
“Bingo!” I said! “Let’s assemble a dream team — tech experts, change specialists, key department heads. We need a meticulously crafted plan that addresses both the tech and human aspects of this change.”
I reminded Alex that a solid foundation is the cornerstone of a successful build.
A few weeks later, the team presented their masterpiece — a comprehensive plan that mapped stakeholder groups, pinpointed potential obstacles, outlined a training curriculum beyond technology (think processes, pathways to navigate the transition), and established clear communication channels.
The project wasn’t without its bumps, but the groundwork we laid kept things rolling positively.
Looking back, the initial investment in planning proved invaluable.
Experience taught me that neglecting employee buy-in was a recipe for disaster—low ROI, guaranteed. Planning is paramount because we’re not just building systems.
We’re evolving culture. We’re influencing behavior, changing hearts and minds, and making change stick!
© K. Joseph 2024, All Rights Reserved.
*Adapted from a quote by Benjamin Franklin.
For a professional women’s conference, I created this story, based on real work experience for my leader who wanted to give practical examples of the theory at work.
“To captivate your audience, help them make an enemy of the status quo and see the positive promise of tomorrow that is just out of reach and worth the effort.”
― Jeremy Donovan
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