During a change implementation, organizations will sometimes make use of high level tracking methods. This typically involves the use of a database system. Specific action items for individuals are programmed into the database and email is used to inform individuals when these actions items need to be started. As the action items are worked on or completed, reports are entered into the database to advise the change team of progress. The establishment and use of such database systems can be dealt with as a matter of creating compliance or enabling adoption of the change.
If the approach to the tracking of the change implementation is compliance, it generally involves the change team working through the planning stage largely independent of those who will be expected to enact the plan. The stages of the plan are examined and action steps are created to move the project forward. These are put into the database and individuals are informed of their role. The stance behind this approach is one of “here is the job and you are expected to complete it.”
When the approach is intended to enable adoption, it generally involves more interaction with the individuals who will perform the action steps. Members of the change team will often go to the individuals and discuss the change with them. The individuals will then offer the steps they would need to complete for the change implementation to be successful in their department or division. These steps are then integrated into the database with the email reminders. The object here is not to compel compliance, but to remind individuals that they need to complete the steps they designed.
There is no hard and fast rule governing which approach is more effective during a change implementation. It is defined on a situational basis. The determination may be a choice based on the expected resistance to the change, the size of the change or the organizational culture. If there is the expectation of high resistance, compliance may be the appropriate approach. Adoption is often easier to accomplish in smaller organizations or when the change only affects a small area of an organization. The change professional will have to read the situation and advise the client as to what they believe will be the most effective approach for the change implementation.
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