- by David Schmitt, Blogger
- 1/22/2013 10:28:30 PM
Beth, I haven't worked directly with this team before, but do have relationships with some of the stakeholders. I think there are challenges whether you're the established incumbent or the new kid on the block. Either way you have to find ways to gain buy in as you make the case for change.
And, by the way, we're talking about all the stakeholders, not just the ones who you work for or who work for you!
I'll touch on this some more in the next couple of posts. (And thanks for being such a great editor and giving me the segue!)
- by Jeff, Data Doctor
- 1/21/2013 9:03:17 AM
You guys have it covered. I'd only add this. Encourage yourself, and your team to set goals that move you out of your comfort zone. Just a little, don't get crazy. But push. That is the only way to move forward to me...push a little bit further and see how it goes. And if you fail, fail. Don't get hung up on failure, celebrate the the fact that you tried.
- by Nnanci, Blogger
- 1/19/2013 3:27:21 PM
Pierre, - I'd add that when it comes to planning for real change, the good old SMART(Specific Measurable Attainable Realistic Time-based) objectives method works best. I agree with David that it has to be a measurable goal ...its the only way you can break it into steps and analyze later what worked and what didn't.
- by Zimana, Blogger
- 1/19/2013 7:55:00 AM
Noreen, they do. I think the best way to 'Do Different' is to create an environment for the new tools to be used. Development requires a space to refine and work out the ideas. For an engineered product that may mean a development facility with dedicated resources. For analytic tools it means incorporating its results into a dashboard and seeing how the actionable recommendations take place. Do Different should permit flexibility in refining ideas and not being flaberghasted by mistakes that inevitably come with trying new things.
- by rbaz, Data Doctor
- 1/18/2013 7:41:05 PM
Excellent point Beth! Different challenges are encountered with introducing change with new versus established staff members. There seem to be more resistance when an established working relationship already exist.
- by BethSchultz, Blogger
- 1/18/2013 9:52:04 AM
Hi David. Congrats on your new responsibilities. I'm curious whether you've worked with any of your new team members previously. It sounds like you have big goals for the team, and I'm wondering how as an unfamiliar leader to them -- if that is indeed the case -- you gain their trust while simultaneously get them to "do different."