The role of Leadership in DPC

I’ve been thinking a lot about DPC and how it gets implemented & accepted into a company’s current workflow. There are three general ways to go:

1.    Replicate the physical process in digital
2.    Create new processes to accommodate DPC
3.    A combination of the two

A big con to #1 is if the current process isn’t sustainable, there is no reason why a digital version will be any better. An even bigger con is embedded in #2 with the immense change management workload. So #3 must be the perfect balance…right? We wish there was such an easy answer. For the purposes of this post, it’s kind of a trick question (I’ll get back to answering #’s 1 & 2 in a subsequent post): NOTHING will work if you don’t have leadership spearheading every step of the implementation. There needs to be cheerleading, participation and follow-up at the very top levels or there will not be a buy-in at the user level.

Yeah, everyone is busy, and implementation means 2x the work for sometimes months on end, and there is always a reason to not be able to attend a work session...or five. Having the presence of leadership participating or even simply observing the work sessions increases the chances of a higher attendance and therefore, higher ROI. Actively following up and asking for status feedback means the extra work being put into the implementation is appreciated & valued. How do you feel when you know your work is valued? I don’t know about you, but I feel awfully happy. And a happy user is a GOOD user. And a good user gives your new DPC process an excellent chance for success.