5 Big change mistakes - 1 The wrong objective

5 Big mistakes when implementing change - 1 The wrong objective

One of the big mistakes people make when they are implementing change is not getting the objective right at the beginning.

Make sure you have a SMART objective

Make sure you are clear on what it is you need to achieve through the changes you are planning. The wrong objective (or no objective at all) will lead you down the wrong path.

Time spent on this can seem like a waste when you are keen to get on or there is an emergency – perhaps when the creditors are banging on the door. But it will be worth it.

Ask yourself some questions:

• What do we need to achieve?
• How would we know we had achieved it?
• How would you know you were making progress?
• When do we need to achieve it by?
• What would it look like?
• How do we need it to be in six months?
• How do we need it to be in a year?

Don’t just do this on your own. Ask your team. Run it by others to see if it makes sense.

Don’t worry about how you are going to achieve it at this stage, just what it is you need to achieve.

For example:
Imagine your sales have dropped and the revenue is reduced.
You might start with an objective like:

“Reduce costs.”

This objective is not very specific. What is it you need to achieve?

“Run the company within a new budget”
“Increase revenue”

What budget and what revenue do you need?

“Run the company within a budget of £XX this year”
“Increase the revenue to £YY per year by end 2014”

There are many other objectives that come under these and you need to discuss them with those involved. Don’t start working out how you are going to achieve it at this stage. I know it’s very tempting, but it’s a distraction from getting your objectives clear.

The next posting on big mistakes in implementing change – not involving people early enough – comes out on Thursday 19th May.

For a summary of five big mistakes when implementing change see this article:

5 Big mistakes to avoid when making change