Our 4-step process to help you roll out changes locally
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Change management is a process that supports people to embrace change. It takes them from where they are now to where they need to be in the future.
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Change management’s about recognising that people will have different responses to change. For some, change can be exciting. However, for others, change can be scary.
That’s why we’ve developed the ‘4 Steps of Change’ to give us a process to follow to guide us through the changes.
We know that change can be scary and can affect people in different ways. Therefore, we’ve developed a simple 4-step process to guide you through the things you should be thinking about.
People like you are the backbone of Scouts and make it all happen. But you’re not alone - we’re a team.
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1. Understand
It's important to really understand what needs to change and why it’s needed. We also need to understand how attractive the change is to those who’ll need to adopt it, as well as the barriers people will face, as this helps us to know where support might be needed.
The Change Itself
Do we understand what the change is going to involve? It's important to be clear on what is practically going to change for your teams.
Can we explain why it’s needed?
People are more likely to get on board if they know what the benefits are.
What will things look and feel like once the change is completed?
Help your team visualise what will be better when the change is done – yes it might be bumpy getting there but it will be worth it!
What will stay the same?
Remember the fundamentals of scouting remain the same. We get together to give young people skills for life.
Who will the change impact in my area?
The changes will affect people differently depending on their role – it's helpful to map this out.
What might people like about the change and what might they be worried about?
This will help give a sense of what key messages and support might be needed to get volunteers on board
How people will react?
- Who will the change impact and how?
- What will people like and dislike about the change?
What are the barriers people might face when adopting the change?
What are the practical challenges your team might/are going to face when trying to implement change – this could be training needs, confidence, vacancies etc.
2. Plan
We all know scouts love a good plan. If we’re hiking up a mountain, we need to map out a route that navigates us around any obstacles on the way.
Take time to to map out a change and support plan that detail the way you will support everyone in your group to smoothly adopt the new ways of working. This will help to make it a smoother journey for everyone involved.
Part one of this is thinking about the way you will inform, discuss and support the adults in your group.
Supporting people through the changes
Offer drop-in sessions for anyone who is particularly struggling and have a chat with them about:
- the benefits of the changes and how they will improve things
- anything they are particularly worried about and how you can support and/or reassure them
- share examples of where the change is happening successfully elsewhere
- buddy them up with another another member of your team or person in the district who
has the skills for sharing tips
Ensure you check-in with them regularly and provide encouragement and support.
3. Deliver
When a change is being rolled out, it’s important that we provide support. Whether that’s offering training or working with people though whatever is worrying them, we need to listen to feedback, celebrate successes and respond to concerns.
4. Keep going
This is all about supporting people to continue with the change that has been made. This is where the magic happens, as it’s where you’ll experience the benefits of change.
To be successful
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Remember all 4 steps of change should be applied but only move to the next step when you are ready
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Always dedicate plenty of time to planning
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Use our counties Transformation Leads (who are supported by a HQ change team) and others for support
Here's a short video about successful change management
(put it into a scouting context and it provides some really helpful insight!)
Planning Tools...
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Enabling Change is one of the six core skills for Managers and Supporters in Scouting.
Learning Opportunities
There are a number of learning opportunities available to enable you to gain the required knowledge and skills to validate this area of the training scheme.
Check out our Leadership and Management Training pages to find out more about how these learning opportunities fit into the training for Managers and Supporters.
There's:
- Independent Learning: Enabling Change
- Skills Courses: Achieving Growth, Meeting the Challenges