A few weeks ago I had the honor of presenting at ServiceMax’s, MaxLive Paris event. As an American, the awe and romanticism of French culture lulled me into a trance (and the tasty, sugary filled macaroons!). I also had the chance to visit the Louvre.
During this visit, I rented a Nintendo DS for 5 euros that was equipped with headphones and provided a GPS guided tour in the language of your choice. Over 9 million annual visitors come to the Louvre each year and it would be nearly impossible to provide guided personal tours for everyone. That is, until now. I was able to not only see the Mona Lisa, but my Nintendo DS guided me through the DaVinci hall and provided visual and verbal clues to my route to the 5 hundred year-old iconic painting.
Naturally, I took a selfie.
It’s pretty remarkable that we can blend old and new to preserve, restore, and innovate culture, without losing, but instead, better preserving history, by instituting change through technology. If the Louvre can get on board with these innovative tools to deepen your art experience, we owe it to you to provide help on creating the right balance and experience of change for your organization.
I worked with a group of our EMEA customers and prospects to discuss Change Management and despite our differences in language, every company is working towards the same goals of creating effective training strategies, user adoption, and ultimately a common model to build longer term success, without negatively impacting a company’s culture. The questions and challenges presented by our French counterparts were no different than those presented in the U.S. As they say in France, “Quelle coincidence!”
There are several books and methodologies we could have presented for this topic but what quick wins can be created to start the process of implementing effective change?
We narrowed the conversation down to three main principles and called it the 3M’s of Change Management:
1. Management Vision Sharing
2. Mentoring Champions
3. ME!
How do these main principles impact your program?
1. Management Vision Sharing
• Create a solid vision and plan to achieve this vision.
• If there are process or technology changes, take each item as a unique process in the role of the overall change. This is a common miss as some items tend to be “lumped” into the bigger project. Think of preparing a meal as an example. The vision of the meal is created then each item is thought out and prepared in a systematic order so that all items are ready on time with a specific taste and temperature, designed to be fully harmonious.
2. Mentoring Champions
• Invite mentors of all levels to join you in this preparation. These individuals should represent the user community and should be empowered to help, guide, and support users. I’m sure the thousands of school children that visit the Louvre each year had a part in selecting the Nintendo DS as their guided technology of choice vs some of their legacy donors!
3. Me!
• I need to be on board with this! Just as much as your organization is responsible for the change, the vision, and support, it’s critical that each employee be onboard and supportive of this change. Depending upon your company, this process may be instant or may take some time.
• Short term, high turnover or seasonal employees, change is relatively transparent. They have less of a history with any legacy process or application and therefore, bring no history to this change.
• Longer term, tenured employees may take time to process this change and need to be afforded the option to ask questions and allow the change to resonate prior to fully embrace the change.
If you’re still stuck on how to get started, take a page out of the Louvre’s lesson book by taking two things you know and try putting in a combination you don’t know. In this case, who knew the Mona Lisa would ever be a gamer?
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