Tip #6 asks you to be accountable for change success. How? 👇
People who resolve to lose weight often obsess over the exact number of pounds they hope to shed in a year. However, if they don’t articulate, write down, and remember the purpose behind achieving their weight loss goal, then it’s easy to lose motivation from month to month. Even if they do achieve their goal by December, they may miss the opportunity to evaluate whether their purpose behind it was fulfilled. Say the pounds are gone, but one’s purpose to improve energy and focus hasn’t been realized?
The same is true for organizational change. If we don’t clarify, document, and reinforce the purpose behind achieving a particular goal, then how will we know whether we’ve reached it – and whether the purpose behind it has been fulfilled? For example, what happens when a handful of stakeholders cite a cost that they hope to reduce without identifying the reason why?
People invested in individual and organizational change can use both their end goal as well as the purpose behind it to evaluate achievement and impact respectively. We model accountability when we say, “It’s great that we hit our goal, but did we fulfill our purpose?
This article concludes our series on what new year’s resolutions and organizational change have in common. The 6 tips we shared along the way can help leaders and teams work together to repair the powerful connection between human behavior and real performance change.
If you’ve benefitted from the insights here, then we encourage you to return to our quick self-check to assess where you may be able to make gains while planning or managing new initiatives this year. Click below to see where you stand, and feel free to reflect on your favorite tip from this series in the comments!
