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Engage your people in implementation

A key responsibility for leaders is to first design a strategy that will secure the organization’s future and then to oversee its implementation. Leaders do not implement strategy themselves; their people do. Leaders must step back and supervise the implementation. They are responsible for engaging their people and supporting them but not for “doing” the implementation. Specifically, they show their people what needs to be done, how it can be implemented and why it is critical to the organization’s success.

Benefits of People Engagement:

  1. Implementation will fail if the leaders do not engage the employees, as they are the ones who implement the strategy. The leaders oversee it.
  2. People will only start to take the right actions once they are convinced to adopt and implement the new strategy which comes after they are engaged.
  3. People resist change that’s done to them but not change in which they are participants. Meaningful engagement drives the initiative’s success while a lack of engagement dooms it.
Why people are important to you
Introduced by Robin Speculand, Global Pioneer & Implementation Specialist

Make Your People Work For You

ABC of Implementation

To engage staff members in the implementation process, leaders must lead them through three stages:

Awareness - Before any individuals in the organization can participate in the implementation, they must first become aware of it.

Buy-In - People “buy in” to an idea, a plan or an implementation when they recognize a reason to do so.

Commitment - Staff members must clearly see more benefits to engaging in the implementation than not.


Mistakes to Avoid When Preparing to Launch a Strategy

  1. Communicate the wrong message at the launch
  2. Delegate implementation responsibility
  3. Dumb down the strategy message
  4. Don’t understand the mindset of those in their target audience
  5. Don’t explain the right actions that need to be taken

Gaining Engagement After Launching a Strategy

After launching the strategy, leaders need to ensure they obtain their employees' engagement. This involves:

  1. Ensuring employees embrace execution
  2. Understanding why training is not the end but the means to the end
  3. Knowing how to lead staff members through implementation

More about People

Many leaders manage their staff members based on the assumption that people resist change. Contrary to popular belief, this is not true, yet the implications are critical to successful implementation. From the research, Bridges discovered that when a new strategy is announced, staff members generally respond in one of four ways.

  1. Indifference (Groupies)
  2. Resistance (Saboteurs)
  3. Doubt (Double Agents)
  4. Support (Mavericks)

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