The Power of Options in Change Management
I’ll never forget a CEO’s announcement that we were going fully remote. The looks on my team’s faces ranged from sheer panic to unbridled excitement. That’s when I realised the power of presenting options in change management.
Ever been in the middle of a project when someone throws a curveball your way? We have all been there. You know, that moment when you’re faced with a decision bound to unsettle stakeholders or send ripples through the organisation?
In these pivotal moments, the art of presenting clear options becomes not just valuable but essential.
Picture this: You’re leading a technology upgrade project, and suddenly, introducing a Bring Your Own Device (BYOD) policy lands on your desk.
You can feel the tension in the air. It’s losing sleep over security nightmares, Finance is giddy with potential savings, and HR? They’re caught in the middle, trying to keep everyone happy. And to top it all off, you know the unions will have a field day with this one.
This is where the power of an options pack comes into play. You can transform a potential organisational earthquake into a structured decision-making process by “spelling it out” and presenting a range of clear, well-defined choices. Let’s explore why this approach is crucial in change management and how it can help you navigate even the choppiest of waters.
Why Use an Options Pack in Change Management?
"People don't resist change. They resist being changed."
Change management often involves complex decisions that affect multiple stakeholders. An options pack provides
Transparency: It demonstrates that various approaches have been considered.
Stakeholder Engagement: It involves critical players in the decision-making process.
Risk Mitigation: It allows for a thorough evaluation of potential challenges.
Change Readiness: It prepares the organisation for the upcoming change by exploring all angles.
Options packs give stakeholders a sense of control in the change process.
CASE STUDY:
Introducing Byod policy
According to a recent survey by Gartner, 74% of CFOs intend to shift some employees to remote work permanently. This trend makes BYOD policies more relevant than ever.
Scenario: A mid-sized tech company is considering implementing a BYOD policy to increase flexibility and reduce costs. However, there are concerns about security, equity, and employee satisfaction.
Pack Preparation: Remember the Rule of Three when crafting your options pack. Presenting three distinct options often provides the right balance of choice without overwhelming decision-makers.
Option 1: Full BYOD with Security Software
Pros: Cost savings on device procurement, increased employee satisfaction
Cons: Security risks and potential privacy concerns for employees.
Implementation: Require installation of security software on personal devices
Financial Implication: Monthly allowance for device usage and maintenance
Option 2: Company-Provided Devices Only
Pros: Full control over security, standardised equipment
Cons: Higher upfront costs, less flexibility for employees
Implementation: Procure and distribute company-owned devices
Financial Implication: Significant initial investment, ongoing maintenance costs
Option 3: Hybrid Model – Employee Choice
Pros: Flexibility for employees, balanced approach to costs and security.
Cons: More complex to manage, potential for inequality
Implementation: Offer a choice between BYOD with allowance or a company-provided device
Financial Implication: Variable depending on employee choices
Breaking It Down:
Security Considerations:
- Option 1 requires robust mobile device management (MDM) solutions
- Option 2 offers the highest level of security control
- Option 3 necessitates a dual approach to security management
Financial Analysis:
- Detailed cost projections for each option over 3 years
- Consideration of indirect costs (IT support, productivity impacts)
Employee Satisfaction:
- Survey results showing Employee preferences
- Analysis of potential implications for recruitment and retention
Legal and Compliance:
- Review of data protection laws and industry regulations for each option
- Consideration of liability issues in case of data breaches
Implementation Timeline:
- A phased approach for each option, including pilot programs
Why “Spelling It Out” Matters in This Case:
- Stakeholder Alignment: IT, Finance, HR, and employees have different priorities. A detailed options pack helps align these diverse perspectives.
- Risk Management: By clearly outlining security implications, the organisation can make an informed decision about acceptable risk levels.
- Financial Clarity: Detailing costs helps budget and secure buy-in from financial decision-makers.
- Employee Communication: Clear options facilitate better communication about the change to employees, reducing resistance.
- Flexibility in Approach: The organisation might choose to implement different options for different departments based on their needs.
- Future-Proofing: Documenting the decision-making process helps in future policy reviews and adaptations.
Lets talk about unionised workplaces
In unionised workplaces, ensuring transparency and fostering collaboration are essential to successful change management. Early and meaningful consultation with both employees and union representatives is crucial. Rather than viewing unions as potential adversaries, consider them valuable partners in the change process.
I've been on both sides of this fence. As an employee, I've felt the frustration of changes being thrust upon me. As a manager, I've seen how presenting options can turn that frustration into engagement.
Involve union representatives from the outset, perhaps even inviting them to participate in creating the options pack. This collaborative approach builds trust and brings diverse perspectives, potentially leading to more robust and widely accepted solutions.
Let's be honest: Navigating union negotiations without a clear plan is about as fun as getting a root canal. That's why engaging your employee relations team early can provide valuable guidance on effectively navigating these waters.
Remember, the goal is to create a shared ownership of the change. By fostering an environment of open communication and mutual respect, you can transform what might have been a contentious process into a collaborative effort that benefits all stakeholders.
