OK, I’m Taiwanese, and I recently went back to Taiwan to visit family and see the “home country” that I’ve never been to. As I stayed in the apartment my family had rented, surrounded by rice paddies on all sides, i realized how close I was to having been a rice farmer of some type. Perhaps i would have been growing green onions instead, but either way it was a close thing. One twist of fate 50 years ago would be all that stood between the Dubs you know (me), and the Dubs blogging about the best way to maximize a rice crop.
In another nice example, we are all hopefully familiar with those famous words from Ronald Reagan, “Mr Gorbachev, TAKE DOWN IS WALL!!” (ok, maybe I’m not that familiar, this is close though). Realize that the fall of communism actually came after the Reagan presidency, during the George HW Bush presidency. Also realize that one of the initial predecessor events was Gerald Ford signing the Helsinki act in 1975 that sowed the roots for internal uprising in the Soviet Union by those like the poet Vaclav Havel.
To stay with the rice analogy, a small seed sown ages ago, that nobody now remembers, I the root of all to come later.
We don’t always get this right in HR. Regardless of what we are implementing, we wait too long to consider change management. Its always in our approach and in our project plans, but as soon as we get into configuration, the best laid plans fall away and we end up with a change management program that involved a cool flyer and some training that goes out just before launch.
I’m not saying that these are not important. What I’m saying is that the best implementations and he best adoption rates come from planing a small seed early on and watching the organic growth of change spread through the organization (I would say “like wildfire” but hat seems counter productive to this particular analogy). the best changes occur when you can find an executive sponsor who really wants the stuff you are planning to implement, and you can get her excited about it. Before you know it, her entire organization is clamoring for your product, and its months before you are going to roll it out. Anticipation and continued communication and statusing is a good thing here. You can then use them as a pilot, collect heir recommendations and feedback, make them part of the implementation, and in turn, make them your organizational disciples to the rest of the organization.
The point is that you have to start early, and you have to start with the right population. The most effective transitions occur early. For me, I’m actually pretty happy I’m not a rice farmer.