Who knew there were so many things to consider when solving a problem? Now that you have identified the problem, completed a needs assessment, brainstormed solutions, performed a risk analysis, considered the impact of short and long term impacts, now is time to reassess, adjust and create an implementation plan.
Each week we have been taking pieces of problem solving to put into action. Our next step is to reassessment, adjustment, and implement. This is your opportunity to look your recommendations and determine if adjustments need to be made from your prior steps information.
“Change is hard at first, messy in the middle and gorgeous at the end.” Robin Sharma. Last week we introduce the need to change, this week we need to consider the resistance to the changes. Change is uncomfortable. However, if strategies are in place to help the resistance to change, the solutions will be better received.
Choosing the solutions does not solve the problem. It is important to focus on a good implementation plan. Developing an implementation plan requires action. Here are some considerations:
• What needs to be done to implement solutions?
• Who will do the required tasks: Department, outside organization, person?
• When will the tasks be started?
• What key milestones need to be completed and by when?
• How will the actions be implemented?
• How will follow-up occur? Who will follow-up and when?
When creating the implementation plan, it is important to set goals. Goals help keep the focus on the action items in the implementation plan. A popular method to create goals is following the SMART method. SMART goals stand for Specific, Measurable, Achievable, Realistic and Time bound. Review the video this week which will describe each step and provide an example of how the letters in the acronym.
• Specific: who is doing the task, provide the detail of the task
• Measurable: what metrics will you use to measure the task
• Achievable: can the task be attained?
• Realistic: does the task align with the mission or vision?
• Time bound: include the specific date you will achieve the tasks.
Since many of you have the goal to increase your education let’s look at this example.
Goal (not following SMART method):
While this is a goal, there isn’t much to support when you will accomplish your goals.
Goal (following SMART method):
By December 2017, I will graduate with a Bachelor’s Degree in Business.
Some of you may be compelled to use this goal: In one year, I will graduate with a Bachelor’s Degree in Business. At the time of writing the goal, one year makes sense. However, if you review this goal in the future, it will be hard to determine when the year is due.
In addition to SMART goals, there is a method that is gaining much attention called CLEAR goals. CLEAR goals was an acronym created by Olympic gold medalist Adam Kreek. CLEAR stands for Collaborative, Limited, Emotional, Appreciable and Refinable.
• Collaborative: goals should encourage people working together in teams to achieve the mission.
• Limited: goals should be limited both in scope and nature.
• Emotional: goals should make an emotional connection with employees
• Appreciable: Break goals down into smaller sections to accomplish the larger goal quicker.
• Refinable: Allow the opportunity for the goal to be revised as more information is provided.
Read the resource to learn more about CLEAR goals and the example Kreek outlines for the goal of crossing the Atlantic Ocean.
Read the material at the sites listed in the guidelines to help guide your reassessment and adjustment of the solutions, risks and impact to your client in relation to the management problem you are exploring. Complete 2 or more page paper. Don’t forget to include your sources. While you may not recommend making changes, you still need to support your statements.
APA format with at least 2 credible references
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