Change is happening all around us in healthcare. But the organizational change required to adapt doesn’t just happen.
Whether it’s a change in insurance plan, reimbursement or IT platform, people don’t simply do what they’re told. As we know from sociology research and personal experience, people embark on a complex transition before they fully embrace and support change.
Fortunately, you don’t have to be a psychologist to help them get through it. There’s a simple formula. Just make sure your people have the four Ps.
- A Purpose
“Just do it” may be a great marketing slogan for sportswear. But to make a big change, most adults first need to know why they’re doing it.
- Clarify and communicate the purpose.
- Sell the problem, not the solution.
- Be consistent.
- A Picture
What is the vision for the future? People need to be able to imagine how the change will feel. A visual fosters that crucial emotional connection.
For example, there’s perhaps no better way to create a vivid picture of a desired change than to have people visit another organization where things are already done in the new way.
- A Plan
This is how you make the change real for the process-oriented people in your organization.
- Outline the steps and a project timeline.
- Develop the training program.
- Identify the support that people will need to make the transition.
- A Part to Play
People must understand their role and relationship to others in making change happen. Define the directions and expectations for:
- Project champions
- Team members
Throughout the process, people need clear, continuous communication in a relevant context. You must always answer the question: What’s in it for me?
Ultimately, I guess you could say that the power of the four Ps lies in answering every Q people have on the way toward getting the Rs – the results – you need to succeed.