5 steps slides
5 STEPS SLIDES WRITE YOUR SUBTITLE HERE A B C D E TITLE 01 TITLE 02 TITLE 03 TITLE 04 TITLE 05 PRE-CONTEMPLATION CONTEMPLATION PREPARATION ACTION MAINTENANCE It’s important to realize that by implementing change, you require employees to step outside of their comfort zone. They aren’t going to do so willingly unless you can. Understanding that there’s a need for change and wanting change to happen are two different things. When people honestly want to see positive change, they’ll go. There’s no point in trying to implement change unless the people whose jobs are changing know how to get things done. Getting through this step could be as simple as. Knowing how to do something doesn’t necessarily mean that you can do it in practice. Here’s a simple example. When you were a kid, you knew that to ride a. During this stage, you should also be on the lookout for areas where the new process isn’t serving you or is demotivating your staff. For instance, if you’ve. ENABLEMENT ZONE ENGAGEMENT ZONE 5 STEPS SLIDES WRITE YOUR SUBTITLE HERE TITLE 01 TITLE 02 TITLE 03 TITLE 04 TITLE 05 To create awareness of the need for change, you need everybody who is affected by it to be aware of the issues that triggered the initiative. That might mean sharing some uncomfortable truths, but if people don’t understand the problem with the old way of working. To instill a desire for change, people need to know why it’s good for them. For example, they might not care that the business’s profits are low. But they will care if they know that low profitability may lead to the business freezing wage increases, having to implement layoffs, or even closing down. There’s no point in trying to implement change unless the people whose jobs are changing know how to get things done. Getting through this step could be as simple as showing them how you want them to work from now on and where they fit into the process flow. However, people might also need training. When you implement a new process, you don’t want to risk any “oops” moments. Hands-on training is the best training, and once people have demonstrated their ability, you can be reasonably confident that there won’t be any costly errors later on. During this stage, you should also be on the lookout for areas where the new process isn’t serving you or is demotivating your staff. For instance, if you’ve overestimated a person or department’s capacity and there’s a bottleneck in the process, people will feel overworked and stressed out.
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