Some years ago I was working as an employee for a company implementing a new performance management system. This new system required online entry of individual data and outcomes, which rolled up to team and Business Unit results. The software behind the program came from the US. They demonstrated it on their flash new PC’s, showing the graphical outputs that would be achieved. It all looked brilliant. The system was purchased.

Sadly, the people implementing the system were not very computer literate. They didn’t realise, and failed to consider, that our hardware was not powerful enough to run the reports (I was using Wordstar at the time, which will give you an indication of how long ago it was-if you’re even old enough to remember!). I spent literally hours attempting to run these reports for my boss. The system with its 16 kb of RAM just kept on crashing.

This is an example of the people leading the change failing to consider the organisational context of their clients. Failing to realise they couldn’t run the software adequately. Failing to ask the simple question about what kinds of PC’s they had.

It’s always these simple questions we forget.

The context for change is just as important as the process used to implement the change.  Change leaders need to understand what’s going on for the receivers.

• Are they already aware of the need for change?
• Will they buy in to your story or will they shrug their shoulders and say “here we go again”.
• Who are the influential followers that you should engage early?
• What is the organistional context forthe “receivers” – what else do they have on their plates?
• What is the quality of leadership within the group – will this help or hinder the change initiative?
• What are their current skills? Will skills need upgrading?
• How much support are they likely to need, and what should it look like?

These are just a few of the questions you could ask. Getting your head around their motivations, drivers, skills and current context will help you design a better implementation approach.

Never forget to ask what kinds of PC’s they have.