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Project Laneways Set Out Four Key Enablers To an Open-Source Approach



Project Laneways say introducing open-source engagement in an organization takes commitment, planning, and effort, and to improve the odds of success, organizations must put in place four key enablers, beginning with leadership vision and commitment, ensuring that everyone is working toward the same goals.  

Open-source engagement also requires leaders to commit to demonstrating specific (and sometimes new) behaviours—such as engaging in dialogue with employees about the change, inviting them to share ideas, and being transparent about decision-making.  Like any other aspect of change management, successful open-source engagement requires a clear strategy and plan.  

Open-source engagement requires active guidance to ensure that it delivers the intended benefits. To bring this approach to life, organizations need an open-engagement platform. This includes not only technology such as digital tools but also an organizational culture and environment conducive to this approach. People throughout the organization must feel comfortable sharing information openly—and must have the means to do so.  

For example, they can initiate open dialogue and feedback themselves and invite it from others. They can reward employees who take part in the conversation. And they can make employees feel safe in participating; for instance, by affirming the organization’s interest in having open discussions about change. 

The benefits of open-source engagement are hard to overstate. When you give people who will execute decisions a say in shaping them, they’ll be far more likely to embrace and support those decisions. Equally valuable, final decisions made through open-source engagement are informed by input from people close to the front lines of the business. And, those decisions are executed promptly—so they produce results more quickly. 

Open-source engagement also keeps paying dividends long after each change program has been completed. As the organization gains experience with driving such change, trust and engagement among employees improve—as does employee retention. What’s more, managers gain deeper insight into employees’ strengths, and they can use that insight to identify and develop future leaders. 

Given the advantages this approach offers, Project Laneways expect that more companies will want to spark discussion about how open-source engagement can help them beat the odds of executing successful change, so for more information on change management Melbourne, change management certifications and Scrum courses which are delivered via virtual classroom please go to www.project-laneways.com.au .