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Leadership and Change Management

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Leadership and Change Management

Leadership and Change Management

Every organization needs change, and it is the responsibility of its leaders to initiate and facilitate the change. Many organizations have suffered stagnation because their top leadership is unwilling to initiate the necessary changes. It takes a lot of commitment and dedication of efforts for an organization to undergo and sustain its cycle of changes. Many leaders are known to prop up their heads and try to control organizations when everything seems to work well for them. However, whenever there are hard choices to be made and facilitated, failure of such leaders creep in. this distinguishes true leaders from figureheads.

Leaders depend a lot on their confidantes. Whether they use them for venting, to complain or to discuss ideas with does not matter. The important thing is that a confidante needs to be bold enough to point out the rights and the wrongs in you as a leader. In most cases, these people are usually picked from positions of authority. If this is not done carefully, the rest of the staff can end up feeling threatened because of the belief that you, as a leader, give an ear to the confidante. Such an act can suppress ideas of management change that would come from the staff.

The fact that many leaders do not run the matters of their organizations management because they leave them to their confidantes is the killer to the spirit of leadership and change management. Leaders need to make the decisions and support them in the implementation phase. This also comes with consequences which need to be taken in case the decisions did not work well. It is therefore important that you use the right methods of making decisions, rather than staying off the ground and depending entirely on your confidante to make or suggest the decisions for you.

Things to consider in Change Management

To create unity in all levels of your staff, you need to observe a number of things. First, there should be no need for your staff members to feel segregated by your confidante; neither should they feel that you leave the decisions that affect them to your confidante or aides. When this is the case, you will start experiencing staff dissatisfaction when the problems underlying have gone overboard. Second, a leader needs to make clear his or her vision for the entire organization if they want to make the process of leadership and change management acceptable by all the participants at the organizational level.

Where a leader needs an aide or a confidante, it is very important that these people do not sit in the same department with other staff members who will feel threatened as this will infringe on their freedom. The most effective way through which you can use these people is to move them to a higher department to make it easy for the rest of the staff to have their free contribution to leadership change management.

Although freedom of the staff is emphasized, leadership and change management cannot be realized effectively if you leave the rest of your staff to tap their creativity. Some control will be required in order to make the process more organized and productive. A leader should ensure that a good environment is created for the creativity of your organization’s members to thrive. Allow for your employees to have access to the room of showing their creative ideas that can benefit your entire organization. If this is not provided for, you will have an organization where everything enters the state of inactivity and redundancy.

Leadership

The campaign of leadership and change management can be likened to the Pareto school of thought, where it is believed that a lot of effects come from efforts provided by the minimal number, that is, the 80/20 rule of effects. For instance, a small proportion of the people make a large amount of sales all over the world. 80% sales come from only 20% of the people doing the sales. In the same light, 80 percent of the complaints made come from 20 percent of the customers of the organization. The same figures reflect themselves when it comes to work done, productivity, management and so on.

Another school of thought that can be used to influence leadership and change management is the 20-60-20 rule. Leadership and change management can be done even in an organization where resistance is experienced. 20% of people will readily resist your attempts to try and implement or manage leadership, while a similar percentage will agree with you immediately. With the remaining 60% you can manage to sway them to your side and implement new mechanisms of management.

Most leaders who have the ability to guide leadership and change management do not take their time attempting to bring the resistant group to the same page with the rest. Instead, they work with the other 20% who are cooperative and work as hard as possible the 60% on their side. Through the use of proper communication tools, creating a good environment and encouraging individual participation in effecting change in management can prove to be a great step in change management.

Do not forget that managing time is part of managing change in an organization. In the theory of 20/60/20 categorization of different characters, it is notable that the time spent trying to convince the 20% resistant individuals can be more than that used to convince two thirds of the people without a strong stand on the changes to be introduced in an organization.

Once time and resource management have been taken care of, managing change is half-possible and effective. However, identify the forces that will work to make the outcome better in a short time. Personality should come into play here. Look for people with propeller personalities to make the changes possible. Before other members of the organization are looked at, the personality of the leader needs to exemplary before any management plans are implemented. You will not achieve good results if you are not positive to the changes you are introducing.

If a leader has a confidante, their personality becomes something important as well. A confidante who does not stand dynamic views of other members of the organization should not be given the leading role in leading and managing change. This is because they are likely to throw out any other individuals who might have contrary ideas to what they are thinking.

Forces of the market and Change Managment

For any business to thrive and do well in any economy, changes need to be implemented as some of these are initiated by the forces of the market. This makes change inevitable because if the organization does not comply, it will be pushed out of the market through competition from the rival organizations. The market can necessitate change through its forces such as demand and supply. Leadership power needs to be able to adapt to such needs and effect the right measures of leadership and change management in order to safeguard the organization from being pushed out of place for stagnating.

 

Implementing Change Management

Implementation of any plan or action comes after thorough research and enough man power. By implementing change management in an organization, the aim of the leaders or seniors of the organization is to attain higher success. The least they would want at that point is controlling employment retention. Certain things should be kept in mind while considering change.

The foremost requirement in implementing change management is to be self aware first. Understanding the situation always makes life simpler. It gives the freedom to walk without fear. Before implementing change management, the senior executive needs to do a lot of check like, its market requirement, its power to sustain in the present market, its future and also the causes it could have on the organization as a whole.changemanagementresistance

Analyzing the change situation is important. It is not just the organization alone that would have to undergo change but the employees as well. It is therefore important to know if the employees would be ready to undertake the change as well. Open discussion on support and desire to participate in the change needs to be conducted.

Once the vision is clear, time frame and datelines should be made, giving chances for everyone to participate equally. Here it needs to be understood that due to certain unpredictable market conditions, there could be ups and downs. But with total commitment, the target in reaching the goal should be carried on.

In order to minimize the drawbacks during the implementation process, research on necessary situations and keeping updated with the trends in the business world, should be done regularly. This will help check the growth process and help in making timely adjustment accordingly.

Communication and implementing change management

Again, implementing change management requires communication. This means, every change that goes on within the management or senior executives of the organization should be communicated to the other members of the organization appropriately. This would help in maintaining trust and employer – employee relationship. The employee will then be able to understand the matter and feel the need to execute more accordingly.

It is always necessary to accept critiques positively and work upon them. Expanding the thought process will help deal with critiques. Looking into the concerns of the fellow workers and taking feedbacks from them is necessary. This will help in diagnosing the area of concern more affectively.

A success story: Implementing change management

Appreciating success creates a positive energy within the work place. Every small achievement should be celebrated, even in the smallest way. This way the members in the organization will feel at home and feel the connection with the organization. Also, they will be able to relate to the implementation of change management. For every success comes with hard work and dedication alone.

Writing a success story never comes easy. There is hard work, commitment, sacrifices, patience and long toiling hours are involved. To successfully implement change in an organization all forces of man power needs to coordinate together and when its finally achieved appropriate recognition should be given. This will ensure the support for future change management. Show respect to people and treat everyone accordingly; the respect will transcend back to you.

Implementation Change Management part 2

Implementation Change Management

The values and norms of an organization are reflected in the way various organizations carry out their tasks on a daily basis. These norms relate the overall business philosophy or culture. In project planning, there necessitates change management which is meant to lead to a more efficient administration of a project and or the overall nature of business.

Although project management is just one aspect of the business, its effectiveness and the strategies utilized to lead to maximal benefits function to satisfy the clients needs as well as meet the business goals, expectations and targets. When managing projects, the culture of the business is normally exported to the project. As such, when change is necessitated, there is also a domino effect rippled in the project management. This calls for change management in project management.

The human resource remains the most important capital investment in any organization. Their skills, attitude and competence drive the business towards success. In project management, the human resource or the people aspect is a vital ingredient in the overall project management and project performance.

Change management in the course of the project therefore also relates to how well the workers are integrated in the change process. Project managers are expected to come up with modalities that accommodate the broader perspectives of the individuals in terms of their cultural background, experience, and flexibility in the process. With critical balancing of such factors, the output of a project would remain unaffected by a change in major aspects of an organization.

The process of coming up with a project is dependent on a number of factors. For instance, a project initiated for the solving of an issue in the society would have the society members, the project sponsors and the project implementers in unison. Change_Management_buttonThey are driven towards a specific goal hence the reason for initializing such a project is universally agreed upon by the main participants of the project. In a case such as this, change in management in project management would be transitory and accepted by the people involved. This implies that a project initialized with the right reason and goal results in more success and change management in such a project is necessitated by the sole reasons which led to the implementation of such a project.

A third party view of the project and its monitoring is vital for the success of a project. As a project is ongoing, the project manager acts as the day to day boss who coordinates the various aspects of the project. He knits the together the small aspects of daily operations to lead to attainment of the set goals and objectives. As discussed above, these objectives are party to many sources. A third party who observes the project, its impacts and how it’s meeting the set goals is essential as he offers another view apart from the project manager. In view of the fact that the project sponsors require accuracy in reporting so as to value the investments, the project executives whom the project manager reports to also require a concise and accurate factual representation. Through project assurance, systems which guide the project, channels for communication are evaluated aiming at easing reporting for more reliance on the manager’s report.

The reports derived thereof leads to basic questions being asked in an attempt to evaluate a projects success or destination. For instance issues to do with budge allocation, timeframe in view of what has been achieved so far and what remains to be achieved ,how is the communication channel reporting as well as the issue of whether the quality demanded will be met both during and after the projects completion.

Worthy management practices when implementing Change:

In the running of a project, it is the small things that matter. Issues which relate to basic ingredients for success among them include;

The project manager should ensure that they communicate in the most amicable way. That the most appropriate method of communication is applied. Updating the members or project participants on the changes which are upcoming or adjustments which are expected in an open and a regular basis improves inclusion of the members in the decision making process. This eases management and reduces tendencies of resistance to change.

Visionary leadership grounded on an understanding of the history of the business, the culture and the direction in which the business is intended to go serves the manager well. This leads to an understanding of why things are as they are how well to approach sensitive issues while preserving the basics that drives the business. As such it is easier for the manager to lead to more success in a less conflicting way.

Good personal attributes which encompass issues such as trustworthiness, good rapport and being nice to others all lead to better incorporation of personality attributes in the managerial perspective and roles. The stakeholders in the organization would feel incorporated as the management is receptive to ideas and responsive to their needs. Ownership of the project by the stakeholders leads to changes in the project being analyzed then implemented with ease and willingness when good managerial practices are used. Approaches towards the convincing of the employees for instance to adapt to the changes by upgrading their skills would seem viable when presented via basic and reasonable principles.

Project governance that takes care of the various risks that may be anticipated is another factor worth consideration. In essence, the project sponsors who are outside the confines of the project’s daily operations rely on good governance, accurate predictions and reliable communication to handle risks when they come up. As such directors who are expected to offer governance are bound to take responsibility in instances where the project takes a down turn or where risk factors are not properly catered for.

Keeping track of the various changes within the projects operations or administration requires cooperation of the various levels of administration or departments. As such, the chief information officer is expected to make the necessary adjustments and ensure that the information is communicated correctly and in good time. Secondly, storing of information lies in this domain. This means that the chief information officer is expected to keep a record of the communications made for back up or future reference as well as keep the other departments posted of communications made.

Implementing Change Management

It is therefore important that change management in project management be up taken in a positive note. This is so because change in most cases is necessitated by factors which point at certain inefficiencies. The inefficiencies are resolved by a positive attitude towards new methods of doing things. In addition to this, the responsibility of sustaining the project within the time limits set is while dynamically adjusting to the changes serves to be demanding.

It is noteworthy that the magnitude and scope of the project should be taken into consideration while proposing the changes. The duration towards completion and the transition duration are factors meant to impact the project’s progress. With this in mind, time is a factor undoubtedly vital as change for instance, of personnel may not be viable two weeks towards completion of a project. However, overhaul of a system at the middle of a project which is bound to reduce the time for completion by half would be viable especially when resources would be saved and more time created for completion.

The manager is thus mandated to come up with modalities of change management as he or she is aware of the risk factors. The change may not be abrupt and immediate but should take a rather gradual and smooth process. This is bound to be beneficial as the stakeholders would be empowered to adapt to the changes without unnecessary coercion. As earlier mentioned, attitude towards change serves to determine how efficient or easy the change process would be. It is important therefore, for the managers to first gauge the stakeholder’s attitude towards proposed change. If it’s not friendly, then changing the attitude would be more basic before changing the systems.

Communication and Change Management

When it comes to change management the power of communication is the key element. It does not matter if the business is large or small it is communication that gets the job done. The larger companies use more of a formal type of communication while the smaller companies use informal ways to communicate. The main thing is that without communication then progress would slow down. The idea in change management is to learn better methods in sharing information so that understanding among the employees will give better results.

Change management and Communication

When change management does occur often, it is feared that the future will be more uncertain. Employees need to know the reasoning behind the changes. In addition, how the changes will affect any decisions that they make. When it comes to a change management, you need to view each person and his or her position to understand what assumptions each person might make. When there is lack of communication between people get frustrated, afraid, or even sad. The relationship that you have with your employee is very vital to the function of the business. You want their full energy in the work place. This will only come about when good communication prevails. Lack of communication will results in lack of understanding and unwillingness on the part of the employee to take any risks.

It is vital to keep the lines of communication open when you are about to institute a change management. People fear change because they are afraid of the unknown. In order to maintain a good relationship you need to keep the lines of communication open and direct. If you begin to act differently than people will, fear any changes that you might want to start. You need to prevent any roadblocks when you are about to implement changes. In order to prevent people from being discouraged with change keep an open line of communication. Let people know why it is necessary for changes and how they fit into the new program.

When you are starting, a new program does not be afraid to communicate. Communicate often and make sure that you have a team that you can rely on to keep the lines of communication open to all the employees. Make sure that everyone will know when a change will take place and how it is going to take place. It is vital that you focus on how the change will affect the workplace and the people in the work place. A good communication program will be very beneficial use such methods as the following:

  • Use email on a constant basis for communication.
  • Newsletters are always helpful in any program change.
  • Hold staff meetings often to relate up-to-date changes.

The key to good communication is not only doing it on a constant basis but make sure that you are factual without eroding trust. You will need a good change management team that will aid in your progress. You want to rely on people that you can trust, who are good with organizational development skills. These people typically will come from your Human Resource Department. They should be able to help you work with the changes and navigate through the steps that change the environment.

When you are making a major change, it is to your benefit to rely on outside sources to help you make some of the changes happen. You should still make sure that your trusted staff is made aware of everything that is about to happen. The change should take place in increments not all at once. A sudden change made out of surprise can really rock the boat. Changing too much at one time will sink the boat. Make sure that you handle the changes so that they run smoothly.

Again, communication is the key to any change management. When the change is major, try to break it down into different phases. This will help the employees to embrace the change accepting it as it takes place. The main purpose of change is to make things better so do not let lack of communication cause things to become worse. You will need to be able to manage how people perceive the change and help them to accept the change with great expectations.

When you are a project manager about to insert changes, try not to be so protective of the change. You need to be able to accept criticism and learn from the remarks. What you believed with a passion is a great move may not seem so to those it is affecting. You might need to change some of the changes. This happens a lot because what looks good on paper may not always work when applied. This is not a mark against your change management program. Instead, let it be a leader in making things better. You should perceive criticisms as there because communication was not done effectively or as the person(s) are correct and adjustments need to be made.

When you are afraid that people are not listening to what you are communicating then you need to start communicating with words that will affect them. People often do not listen unless what you are saying affects them personally. When this is about to happen then they become all ears. Accept the fact that resistance to change is more of a problem than making the change. It is vital that you handle communication properly or you will not get the effect desired. People will not listen and work productivity will slow down if your change is not accepted.

Combat Change Management with Good Communication

People often will not accept change when the proper communication is not in effect. The first thought is that change is not needed. The next thing on a person’s mind is that this change will only make it harder to do the job function. Why change because we are taking a risk that is not necessary. I can’t do this! People often think that a change is something to hard and they simply cannot do it. Then there are those who just believe that this change will fail and we will all look like idiots. Lack of trust in the person’s abilities who is trying to implement change is grounds for a change not to properly take place.

These thoughts are often the reason why it is hard to make changes. In order to overcome most of the negative reasons why a change should not be made you need to start with communication. Change management is a well-structured process that can take place when it is implemented first. Make sure that the people know what is going to be changed, why it needs to be changed, and how it will help them as well as the company. Do not be afraid to communicate these reasons on a continuous basis until the change has taken place and a complete success.

Change Management

The Change Management System

When it comes to the change management system it needs to be handled in accordance with the situation that is already at the work place. You will need to understand how to do a change management when a union is involved. This is the type of environment where employees are use to a time clock system being paid for hours worked. Benefits are put into place and job assignments are put in order. Where there is no union and management is the type where if you get it done you get the pay then a change management system will work in a different prospective.

People are used to patterns when it comes to their life and when it comes to the work that they do. Many people do not want to change their pattern and that is why they resist change in the work place. The mind learns a pattern when it comes to your social life and your work environment. This is the mainstay in how you function. You need to know when you get up of a morning that you will be going to your job and what functions is required of you on the job. When a change is put in place, it is a well-known fact that your unconsciousness will not want to accept this change. You will try to resist this change. This is only a normal reaction to any change in your life.

Change management systems work best when communication is put into place to help a person understand why the change and how the change will help you at the work place. You have to use training methods to help those in the work place accept change. The workplace is similar to people and the effect can be just as devastating. You do not want the management team to become traumatized by sudden changes with no explanation. Communication is needed to explain how a change can take place and why it is necessary. Changes should be made in degrees not all at once. If the change is major, break it down into phases so it can better be accepted.

The manner in which you get the team to understand the changes is very important. This is why communication is very important. When you are engaging, your audience tries to use appropriate strategies for the different perspectives of the audience that you are going to be addressing. When you are explaining the change does not make it sound like it will solve all the problems. It should relate that it is very important to take place and things will be better.

When you are trying to put changes in place, make sure that you are training as you go. Train and facilitate this is vital in any change management system. People need to know what to expect, getting them prepared for the change and seeing the change happen while you are there and being confident to handle the change when you experience the change. When you see those who influence others work with them. You need to be able to persuade those who influence the group to accept the change as the best thing that could happen. You want the influencers to recognize that a change will make the job easier, more productive means will take place, and the change will reduce errors. In order to get the changes to work you will need to be able to influence these people enough that they will buy-in to your ideas.

You need to be able to point out benefits for those who are using the change management system. It is important that you communicate early in the program the benefits. This will enable you to convenience others to accept the change. You will need a team to help you with the program change. Make sure that you have enough skilled people who accept the change to work with you. The number of questions will start to dissipate after a while and you will then need to phase out your team. Do not be hasty in phasing out the team makes sure the changes are working without a hitch. Questions need to be answered and should be addressed so that the new program will remain in place.

Risk management strategy is necessary

You will find that things start to change as the program is put in place. Your progress will vary and the nature and likelihood of how things affect the program will change over duration of time. You will find that some risks become greater than expected while other risks just disappear. You will need to be able to deal with all the changes as they take place. That is why it is necessary to put into place a risk management and risk log. These things will be instrumental in dealing with the necessary risks that take place. In order to deal with any problems or risk formulate a risk log that will cover some of the following points besides leadership:

  • You need to allocate responsibilities and the process for risk monitoring and control.
  • Be ready to identify new risks as they happen.
  • Keep your risk log updated at all times.
  • Make sure that you can assess any risks and develop countermeasures to ensure that the risks are being properly handled.
  • Finally, like all matters in change management system you need to prioritize, take action, keep control, escalate, and report any risks for review with your risk management team.

When you are about to implement change do not be surprised to find out that a large percent of the people will be against the move. Some will actively fight against any change. Others will ignore the idea of change because they cannot emotionally accept the idea of change. You need to first look at any change in a program and clearly identify how the change will affect your people. You will need to strategize how you can bring about change. You will need to be able to deal with the attitudes that will be given to you. Some people will be very negative about the whole idea. Others will ignore any thoughts of change. All these things will take place when you first announce that a change is about to happen. After you get things, rolling then things should start to fall in place and changes will come about.

The main thing to get across to your management staff is that their opposition can cause major damage to the program. It is vital that you first convenience your management staff that change is necessary. They need to understand that the changes that are being made is for the good of the company, the management staff, and for all the employees. When a change management takes place everyone on the staff needs to be on board or the whole program could fail and that just will not be an option.

How To Change Management

Change in any form, whether at work or in real life, tends to stir some kind of commotion. Change is an unpredictable move. It needs to be handled with honesty and intelligence.

It is always wise to understand the true course of the matter before implementing change upon oneself or organization. Usually, in companies it could concern a particular department or maybe, at others the entire organization as well. Understanding how to change management can greatly benefit the organization.

1) How to change management: the change to be implemented:

Create a structured approach to any change that is being considered. The choice to undertake a change within the organization could be for various reasons. Most likely reasons could be, sheer competition from another organization dealing with similar products, upgrading technology or change in demand. Taking a structured approach towards the particular change can provide a balance in decision making in the long run and can help the seniors or leaders handling the change to have a more affirmative vision. This in return can greatly affect the people they handle under them.

2) How to change management the idea:

Once the idea or plan to change is ready to be executed within the organization, it is always advisable to communicate to other employees within that circle. Any sort of change is shocking and can be fearful.

The best way to approach the employees is by communicating correctly without being over realistic towards change. The employees have the right to know any kind of risk that is attached with the change. This openness can build in the trust required from the employees and will serve better in gaining their commitment.

3) How to adapt to changes:

Changes require adapting. In organizations training programs can be arranged to train employees in achieving the target: which, in return can boost up their confidence and make them more prepared. It is also wise to open counseling programs and encourage open discussions for the employees.

4) How to change management the behaviors of the employees:

Once the change has been incorporated within the organization, it is wise to keep taps of its growth and decline. Besides that, monitoring a close watch on the behaviors of the employees will also serve the company in deciding which kind of employees are responding best to change and which all need to be removed or shifted.

5) How to make change management a success:

Success cannot be attained without some drawbacks. To achieve success some compromises has to be made. Additional working hours has to be put in, along with regular discussions and meeting in improving work strategy. Bring a new change to an already established organization is like shaking its foundation to see how solid the entire setup is. It is therefore, necessary for the entire members within the organization to move forward as one; so that the aim for change can be achieved successfully.

Change is how one perceives it. It is not impossible or is an ever untenured part. Experience has proved that with proper strategy and communicating at the right moment change can be achieved.

Use of the Change Management Strategy

A good change management strategy requires that you analyze the change to make sure that it is a proper fit for your company. Then make sure that you make out a detailed plan with reinforcement techniques along with detailed communication plans. Communication is the key to the success of your change management strategy. Your company like many individuals is based on a culture and a sub-culture. Your plan to make changes has to be able to encompass these variables in order to be successful. The mission statement of your company needs to target the main companywide culture with its vision, values, and goals. Leadership behavior is vital part of the company’s operational methods.

These are all good creeds that flow down to make up the company’s cultural norms. Those norms may vary from the different groups within the company. You must remember that when you start your overall strategy goals that they too will trickle down to each group and effect their contribution to the overall strategy. When it comes to making changes, you must remember it is not as a hat where one change fits all but instead each change will need to fit each particular groups function within the company.

The example would be if it was dictated that from now on everyone will go to lunch between noon and one’ clock but in one division there is a machine if it is shut-down would take two hours to get it up and running again. Then it is the best policy to keep a crew working that machine through the lunch break. The crew that stayed behind to maintain the machinery would then need to go to lunch after everyone has returned and replacement crew is set in place.

This type of exception to the rule would only affect one division, however, you will then find that other groups will come up with reasons why they might need to stay behind and take their break later. You will then need to analyze the situations one group at a time to see if they really have a just cause not to adhere to your change. This is a relatively a small example of how your changes can affect different departments. When it comes to major changes, the impact can be more serious and you need to have set in place exceptions to the rule strategy to accommodate those who cannot follow the norm.

When you do initiate any changes in your organization no matter if they are major or minor make sure that you convenience the management team involved that this is a needful change. Make it a strategy that is tailored to gain the approval of your management team. You need to have the individuals who are supposed to make the change happen convenience that it is a needful event. This is very helpful because your team will better be able to convenience the employees that the change is a necessary one. The best way is to convenience those who the change most affects that this is a better solution to any problems that arise.

The change management strategy should primarily clearly describe the vision that you have for the organization and how the specific challenges will be overcome with success. If you are not able to do that then you will not be able to make any changes successfully. You will need an effective change management strategy in order to begin any successful program. You need to be able to s explain what you are trying to achieve. You need to be able to compare and contrast the desired behavior expected with the current behavior that is happening. You need to make sure that the current behavior does not remain consistent with or as acceptable in the changed environment.

Now is the time to start talking a new language with your organization. You need to make sure that your team understands that if they are not on the same page as you they will become disconnected from you making them not part of the new changed program. Primarily make sure that you never give reason for anyone to doubt that you are committed to the change strategy.

In order to make sure that the changes are being put into place you also need to be able to reinforce the employee’s commitment to the new changes. You can measure the system by putting in a rewards system that will help reflect the success of any changes. You may need to put rewards towards quality of work or quantity of work depending on the type of work that is being done. It is your option to know what needs improvement and put in place a successful rewards program.

Concerning change management strategy, it is vital that you recognize the things that can cause failure points so that you can overcome them and make your change management to a successful strategy. One of the first things that can cause failure is lack of board level support. You need to make sure that the board of directors as a whole accepts your change program in order to implement any successful changes.

People need to know that this is a change not a matter of shuffling the deck chairs on the Titanic. When your people think that this is all that is happening then your change management program will probably sink faster than the Titanic. You need to have a strong program director in order to implement a change management program. The program director needs great leadership skills, good communication skills and be able to take the front line when problems occur. Communication is vital in any change management program. It is very important that people see what the change program is about and why it is necessary to make the changes.

It is not appropriate to expect people to make changes unless they know why the change and how it will influence their lives. People are more inclined to go along with changes when they know it is vital to the company to remain in existence and that it is vital for them to keep their jobs. The fact that they may make more money and get more benefits is obviously important. When the change management program is to keep the company in business and the employees will not get a monetary gain then it is necessary to make sure that they understand their job will remain intact with the change management program.

People need to trust their leaders in order to accept any change management strategy that is newly being applied. You need to be truthful when you are explaining the changes and why they must come about. It is important that your staff and the employees trust you and believe in what you are doing when it comes to implementing a change management program.

Change Management Strategies

There is a growing focus on the requirement to tailor change management strategies towards the particular qualities of the organization and it’s surrounding and also to address every aspect of that organization throughout change implementation. Many people have stressed how difficult it may be to satisfy all the demands of the current organization and the needs of its business and the ones of the emerging conditions. There is general agreement that success is not likely unless of course certain fundamental factors are addressed effectively. This involves not just skilled management but also the effective leadership and broad worker participation and engagement.

Change management is a systematic, organized use of the tools, knowledge and resources. Change management accounts for developing and managing the execution of activities and strategies to aid effective implementation of a project. Change management strategies include gaining the support of leadership, ensuring the business aligns processes, organization and systems, including key ingredients for acceptance and understanding, equipping, preparing and training the employees to operate in their new roles and aligning every member of the workforce to support that initiative. Change management is key for the successful implementation of change because change will standardize and simplify business processes, affect people, change the way in which people conduct business and exactly how they get work done.

In change management strategies, ensure that people are with a strong feeling of purpose. They have to know why and what they’re attempting to do, they get feedback as measures, and are generally permitted to have input in the improvement of the system. In addition, you have to be involved.

There is the need for purpose. Purpose drives behavior and for that reason informs people how you can act inside a given situation. Take, for instance, a call center – management tell the staff they want clients to see great service, however in exactly the same breath measure them based on the number of calls taken by them every single day. Given the option of acting in compliance with what they have been told to carry out and what they are measured on, staff will focus the volume of calls instead of doing the best thing for the customer. Therefore, the purpose becomes doing things as quickly as possible, even when it is the wrong thing to carry out.

When there is no clear purpose, staff become confused about what they are doing and why they are doing that work. Morale reduces because there is absence of meaning in that job; getting through many calls every single day is not creating value for the customer. So, when you deviate from the thing that matters to customers, the business fails. Also, make certain you have measures connected to your personal purpose. Focusing on a clear operational concrete purpose is not a good thing if you then make use of unrelated measures. Bear in mind that people are going to do that which you count, not necessarily what counts.

To be able to effectively change an organization – whether it’s an operational procedure or a new personnel system implementation, you have to convince the employees the change is essential and can have a very positive impact. Leadership must forecast how change is going to be perceived by each and every level of the organization, develop change management strategies that will reach everybody, and become devoted to seeing that the change takes place. The change manage should have extensive knowledge in developing and applying change management strategies for a big or small organization.

Change management strategies are important even in project management. Everybody must understand the project manager is the alter ego. Everybody includes you. The project leaders and managers must realize that they are accountable in providing all their dependencies, their tasks on other tasks along with other work units, as well as their resource needs. They have to realize that the project manager will review all their information and watch out for problems. These could include schedule inconsistencies, missed tasks, resource overloads, etc. Frequently managers will inform the PM that they will handle a few of these problems, by making people work for longer hours or by overlapping certain tasks by 1 or 2 days. A great project manager will challenge such claims, and you will need to support that project manager.

In change implementation, the project manager will hold everybody responsible for milestone deliverables. In many projects, especially the ones which are complex, key events are skipped and contingency plans should be activated. Again, the leader has to support the project manager because they hold people accountable.

Conflicts are bound to arise between project manager and other managers, team leads or other people in the organization. Allow it to be safe for people to raise issues on such conflicts. Simply because the project manager is the alter ego does not mean he is right. Engage the key opinion leaders together with the project manager and other people. Discover the details contributing to the conflict, making the necessary decisions to get those change management strategies back in line.

Change implementation is delicate and they should be handled with care. It must be communicated from top to bottom of the organization. Some of the change management strategies needed to succeed throughout any change initiative includes include the following:

1. Gain Commitment – Throughout a change initiative, it is important for any company to gain everybody’s support in the organization. You would like each individual within the company to give support to the change and also to feel like they are part of planning the change initiative. Empower the employees by inviting them to work together before, during and after the change.

2. Communication – You must have a clear communication that is also consistent and repeated over and over. Repeat the communication until everyone comes on board with you. Communicating change needs time for people to actually listen. They need to discuss it with other people and fully understand what is what. The very first time employees learn about a change, they are usually hearing it through the filters of doubt, fear, worry, and even confusion. So, do not expect them to have it the very first time. Use verbal communication; speak with them, , including your managers and every team, and keep repeating the content over and over.

3. Training – Emotions run high during a time of transition, and this is a necessity when you are making change. Managing people for change is a factor but managing their feelings is definitely an entirely different thing. It takes listening, empathy and also the giving of your time. Training during change supports an organization in building teamwork and may promote a feeling of trust and support. Quite simply, the coach must have the ability to work where and when the requirement arises, to be able to facilitate the change that’s happening.

Change management strategies are important. Change is dependent on the communication of knowledge and also the proffering of incentives. People are social creatures and can stick to cultural norms and values. Change is dependent on reinterpreting existing values and norms, and developing commitments to the new ones. People are compliant and can generally do what they are told or can be made to carry out. Change is dependent on the exercise of authority and also the imposition of certain sanctions. People oppose disruption and loss but readily adapt to new conditions. Change is dependent on creating a new organization and progressively moving people from that old one to something new.

Change Management Roles

Change management roles when making change are often overlooked by many managers when making change. Fully understanding the roles is important because you would be able to plan strategies that would make you succeed in areas like dealing with resistance, communication, negotiation and planning the resources needed by the organization to achieve the desired goal.

As we discuss the roles, you also need to understand certain things about the change leader. A change leader is the member of the project team who is the most accountable for the response of the stakeholders who are expected to accept the changes. The change leader meets and negotiates with all concerned individuals, combining and playing many roles together – spokesman, salesman, etc.

Sometimes, the burden of change management roles falls on the project manager because he is always the person responsible for the implementation of any planned change. He also ensures that all parties involved work together. However the best person for that job is actually, the sponsor. This may be the senior manager, while the project manager takes the role of the change leader. However, it is unfortunate the roles of the change leader might not be compatible with that of the project manager. However, when there is a small change, a person with the right degree of respect is able to play that role.

Some of the roles expected from a change leader are:

1. Providing the vision of the future

2. Communicating the reasons for the change, including the selected reactions.

3. Communicating the effects of the change.

4. Listening to everybody, especially those opposing the change.

5. Motivating the stakeholders to fully support the change initiative.

No matter how big your organization and the approach being adopted by you, you will find many lessons to be learned and benefited when implementing change and this is why most organizations often use people who have managed change in the past. In managing change in any organization, there are key change management roles:

1. One of the change management roles is that there should be an individual who is in charge of managing the change initiative, issues, its risks, conflicts, focal points, communications, and making certain delivery from the new abilities. This person is called the change leader. The roles to be played here are far more than that of the project manager. What the project manager does is that he is responsible for the wider dimensions of any change initiative – specifically the management of people impacts and all sorts of other broader operational and strategic aspects which have effect on the success of that initiative.

2. In a change management, a person has the duty to match the role of leadership and must consistently the driving force all through the change process. That individual must also be accountable for the change initiative. This person is more or less seen as the person who owns the initiative and for that reason is ultimately personally responsible for the prosperity of the change. This is not just a role carrying title. The person should be empowered to direct every aspect of the initiative with effectiveness – able to do so – and seen to do so. This role is very important for the success of change.

3. Another one among the change management roles is the responsibility of realizing [or obtaining] the organizational benefits of the step change initiative. Some organizations refer to this person as the Business Change Manager.

4. One of the change management roles is that, as a change manager, you are acting as a detective. Applying change is not as straightforward as performing carrying out normal activities. Dealing with people’s attitudes and actions requires digging below the surface to really understand the dynamics of your organization. Change agents search for clues that provide ideas on what is really stopping change from happening, so as to allow them to determine the steps needed to get rid of those obstacles for success. The change agent is a detective who is analytical and observant.

5. As a change agent, you also need to play the roles of the counselor. Change comes about when people change their own attitudes and activities. People experience varied feelings as they have their sense of stability taken away. Generally, it is expected of them to take risks. You need to know the personal implications of the people involved so as to help people feel happier when making changes. You need to listen and encourage others.

6. Change management roles also include being the advocate. Every business change needs somebody who supports it and keeps attention onto it. Change agents gain support for that initiative and engage other people to take part. Additionally they keep beating the drum of change when other people are busy with some other activities. The advocate is persistent and vocal.

7. As a change manager, you also need to play the role of a facilitator. Among the key activities of the change manager is finding methods to help people change. Change facilitators always clarify the change, making it simpler to do. Being a facilitator, you design tools, systems, forms, and procedures make it possible for people to achieve success when going through change. The change facilitator is creative and helpful.

8. You should also be an expert. Change agents depend on their own expertise to build authority inside the organization. By sharing knowledge with others, they demonstrate that they are worth being depended upon to show people the right direction. Sometimes transfer of knowledge happens directly through training but it as well takes place every single day in conversations and meetings.

9. One of the change management roles is being a mediator. Different individuals and groups going through change in an organization frequently have different priorities. Change agents are to manage conflict by helping different parties to start seeing issues in the perspective of the other people, by looking for common goals. The change agent should work to enhance understanding and eliminate friction between multiple parties so as to collaborate to implement change.

10. One of your change management roles is also to enforce things. A change agent guarantees there are targets, goals due dates for every project. Then he keeps people on the right track to attain them. Change agents find methods to hold people accountable, and ensure that appropriate rewards, or even punishments, are administered as appropriate.

In change management, there is a distinction between the delivery of a new capability and really achieving measurable benefits through the implementation of the capability. Each of the roles mentioned above may be carried out full-time or part-time depending on the scale of complexity of each process and organization. An organization may get into change process which involves a lot of steps while another may not.

Change management is really a critical part in the success of any organization. Most organizations embark of different projects from time to time and a change could be necessary anytime depending on several factors, both internal and external. Therefore, it is important that you fully understand your roles in an organization so as to be able to come up with good results that would always justify the need for having made change. This is important irrespective of the size of your company.

Great burden falls on you if you are to implement change successfully. Effective change agents demonstrate remarkable flexibility with great skill set. Therefore, you should be prepared to assume these change management roles if you are to successfully influence change in your organization.

Prime Examples of Change Management

How change management can be used differntly. The Euro headache effected many leaders and industrial businesses. BP oil for instance had a non-negotiable headline to meet which was December 31, 2001 in order to get their stations converted into Euros. The company was about to panic with only a short time left to meet the deadline but when Phil Crane took over the change was made and this was a prime example of change in management. Mr. Crane had to redo the method for a new back office administration, make up a new point of sale and change the equipment on the service stations. BP Oil was under much pressure since the impending deadline was not negotiable.

BP Oil was responsible for six operating companies that were located in Holland, Germany, France, Austria, Spain, and Portugal so making the change management was very extensive. Crane knew that he had to develop and implement plans with project assurance. A major change in the management process will take a lot of work on both the executives in each area and the executives located at the major corporation then the suppliers were also involved in the change management program. The venders all expected to be paid with the Euro dollars. It was important to make this management change with no central point of responsibility and without floundering around failing to accomplish the end goal on time.

It was very important for someone to report from a business point of view to all the stations from all the countries the newly implemented program. It was now time for an interim change manager. Graham Pooley the BP Oil project manager recognized the factor that in order to get a program across that could meet the deadline they would need a project manager. Philip Crane had just retired after 35 years of service to Royal Dutch Shell. It was decided to contact him for the position. Philip had technical background along with very strong interpersonal skills. The company would need someone who could act as a facilitator in order to get the different cultures, markets and people to work together in order to accomplish the end goal.

The choice to hire Philip Crane making an interim change management proved to be a good decision. The BP Oil company not only met their deadline in switching their systems to the Euro but they were able to complete the project and at 25% under budget. The whole project went off without a hitch. It was expected that the day the change became effective that hundreds or calls would come in to be fielded. The changeover went so well that only about 67 calls come in which is a remarkably low number considering the size of the project. Many of the dealers made a point to compliment BP Oil for their terrific change over method comparing them to their competitors in a very favorable manner.

How to prepare the change management project

When it comes to doing a complete change that was involved with the Euros, the pumping stations, and the vendors it takes a lot of preparation. Philip Crane recognized this factor and he started laying the groundwork about a month ahead of time. The first thing that was necessary was to have rules on how the change management project should be ran in order to provide quality assurance. It was necessary to know which issues needed to be addressed first. In order to determine this Phil decided to do a risk analysis, which would help him to prioritize the most important things first. In order to make sure that the program went off without a hitch he contacted the suppliers to find out the different software programs available to help input the program. Phil was able to get the suppliers to produce plans to show how the software would deliver the necessary changes. This was part of the change management process in order to determine what would take place when the actual change over took place.

The problem would be having the system know when a person paid for their gasoline in their own country’s money giving the change back in Euros. The example would be if a person bought gasoline and paid for it in Francs then the change would be given in Euros. It took approximately six months before each country’s money phased out. When this happened then the system would be working with Euros. The software program had to be able to deal with the money from each one of those countries during that six months’ time giving back change in Euros. Once all the countries had switched completely to the Euro for money then it would become an easier change management project to control.

The idea was to instigate a pilot program that could be tracked at some of the gasoline stations. When the pilot program worked then more software had to be commissioned and installed at all of the stations. After all the stations had the software program in place then it had to be linked to the main office of BP. Phil had to make sure that the suppliers also included training software so that the users would know what to do and how to manage when BP Oil switch over to the Euros. Once things were put into place Crane spent about fifteen months coordinating the procedures. He would visit the different stations to see how things were working and fix any minor problems that would occur.

Interpersonal Skills Help Develop the Change Management Program

The idea was to get a few onboard stations and see how everything worked out before making the software available to all the stations. This worked out very well and within a few months, the basis of the whole program was put into place and operational on a small scale. Phil Crane did this operation with just a small team of employees reporting to him. He did a lot of traveling to coordinate the procedures. He was able to keep in touch by telephone. All these steps were very important when it comes to getting the program ready to go into full force by the required time.

The constant contact and hands on approach really helped to keep the change management project going on the right direction. The different people in different countries are very sensitive. You need to be careful how you treat each group when you are putting together a change management program. Phil believed that working directly with each group of people in each country and trying to accommodate their personal needs helped to expedite the change management program. He worked at creating progress report templates just to get milestone reports listing errors helped everyone involved in the team.

The change management program went off without a hitch because the person in charged knew how to manage effectively the people, a new program, while making all the necessary changes.

Change Management Methodology For Company Growth

Assessing change management risks is multi-dimensional and complex and is far more than what people generally refer to as “risk assessment”. Change management risks rest on the fact that “organizational risk” is inversely proportional to “change readiness” in an organization. This means that there will be more reduced risk of failure if an organization is more ready for change implementation. The meaning of this is that if an organization is able to set the necessary things in place for a change, it will be more able to tackle resistance or any risk of failure before, during and after change implementation. Hence, it is very important to set a change assessment tool in place because it helps in informing the management on very important issues. Not only that, the tool forms the foundation and which can also be used to measure the progress of management in change readiness, thereby reducing or eliminating change management risks in the organization with time.

In this article, we shall be considering some change management risks that an organization is likely to encounter in its journey towards implementing change.

1. Non-involvement of affected people – change management should have the employees involved in the change process. This involvement concerns especially those who will be directly affected by the change. This is a serious risk because lack of involvement of affected employees means failure of the change process and the company would not be able to reach the goal it has set.

Employees should not just be spectators. They should be part of the change and even given roles to perform. It is the responsibility of change managers to make employees involved and this can be done through many ways, and those ways can be enhanced in most cases through incentive.

2. Project scope and definition of requirements – another change management risk is that the scope and requirements for change needed could be blurred if there are many uncertainties. This can be prevented if there is constant user or employee involvement. Another way of reducing this risk is re-visiting the business process and work to ascertain if requirements have changed over time. This will make people involved supporting and working with the change process.

Another way of combating this risk is asking and answering certain questions from time to time. Some of the questions are

· What change do we need?

· What benefits are there?

· Why do we have to change now? Why were we not able to detect it earlier?

· How can we measure the benefits?

· What is the consequence if the change is not done?

· What happens if the change is postponed?

3. System integration and interfaces – This is a major change management risk because it is possible for the new system to be able to work with the old system because of reasons like lack of skilled personnel, absence of necessary tools, etc. in implementing a change, new system must be able to work with the surviving parts of the old system so as to put the organization on the path of the desired goal for which the change was implemented. This risk is more common when change involves technology like having to install a new ERP system. In change management, some of the likely problems with interfaces are:

· Systems change over time and the interfaces have to be frequently monitored

· Systems were written by different people at different times and there are likely to be differences in format, meaning, creation, etc.

· System interfaces need designing in terms of content, frequency, timing, interface validation, backup if any problem arises, recovery if a problem comes up, and format.

· The same things apply to system integration. System integration design and how to test the same integration are key elements of systems success in change management. In most cases, system integration should be handled as a project on its own.

4. Data conversion – data conversion from old to new system is ne of the change management risks which are likely to cause total failure. Some of the problems faced under this risk are:

· Missing data when moving to the new system

· The new system has data elements which are more comprehensive than the old one

· The new system has data elements which have different meanings that of the old system

· The old system data are of questionable accuracy and validity

· The old system has bad data quality

5. User resistance to change – a major change management risk is that the users concerned are likely to resist the change most especially if the new role involves more burden and skill to meet the new company goals. A good way of solving this is to involve many different users in this area. In addition, you should make the users to understand the problems in the current system and way of doing things. This will encourage them to support any change implementation.

However, the fact that a business manager supports a system does not mean that same system will be supported by the lower level employees. It is likely they will just be doing things the old way even after full implementation and acceptance. This is why communication and human relationship skills are important.

For change to succeed, it is necessary for management to continue carrying out risk assessment. The first step in change management risk assessment is identifying what will be changed, what will not be changed and what is likely to be changed. The step is to assess those assets which have no value to the core business of the organization. Those assets may be unused space, obsolete equipment or underused positions in the organization. All these should be disposed or renting out spaces which are no longer in use. This step will add as additional source of income to the company and reduce cost.

You should have a great foresight and plan for the future if you want to succeed with implementing changes in an organization. Any decision made in haste will lead to failure and probably the collapse of the company, so tread cautiously from the beginning. Training is an important part of change. Many people are afraid of the unknown and when they fear that the change you are planning will adversely affect their future, things will get worse.

Human nature is still an important part of change. You should always remember that employees are people and we all have a natural tendency to seek for what will be to our advantage. Training is important and the type of training which will give good results in reducing change management risks are not what the change actually is, but how each employee will be affected in the organization. Change management risks will often come up whether a major or minor change is planned in an organization. But when the right steps are taken, then the risk is significantly reduced in the company, helping to clear the path for the change to form a part of the business plan which will be accepted by the employees.

Change Management Risks

Organizations are always evolving in their style of leadership and general operations. This evolution can take different forms, which may be initiated by different actions in the organizations. Each type of change being pursued in an organization is triggered more often than not by the desire to do better in terms of production and general organizational performance.

Concerning change management leadership issues, there are things that can be done in order to improve on the management of an organization. Growth in itself is not only a factor of change in organization but it is also a trigger of change in management in any organization. The changing times come with new ideas that can be adopted to make leadership in any organization better. Modernization comes with new ideas that can be implemented to alter the set up and management of the key drivers of an organization. These drivers are the financial plans and workforce placement.

For any organization to undergo a transformation there is need for the leadership or management team to initiate the changes. The style of leadership and the culture developed in the organization over time can be used to make the changes possible. Leadership is important in organizing and facilitating the changes that are needed in any organization.

The ability to make decisions and change management leadership does not depend on the basic concepts alone. It requires the courage and the intellectual capacity needed for one to think ‘outside the box’ or in an abstract way in order to make change happen. Many organizational leaders lack the ‘eye’ for what another employee feels. This often causes them to see things from one dimension only. Change management needs the leaders to see things from different perspectives. This takes not only intelligence but also empathy or emotional intelligence.

Many organizations have suffered stunted growth and lack of innovativeness because of the fact that lower level employees are promoted to a higher level of management and leadership. Most of these, without the much needed preparation end up being detached from the position they previously sat in. once the leadership of an organization lives in its own world, there is always lack of attachment with the rest of the teams, a condition caused by inability to empathize.

Leadership forms the engine of any development plans in an organization. Development, being a continuous phenomenon requires a good vision, the willingness to initiate and implement change and the intelligence to guide the rest of the staff members. This sums up into the formation of an organizational culture that can ensure there is always continuity in the process of change. As observed earlier, leadership sits at the center of development, and requires the willingness, commitment and effort to achieve positive change.

Any organization does not exist on its own and so does its leadership. Any leader is only recognized so because they are heading a certain organization. Organizations on the other hand exist in an environment to which they relate. The work of a leader is to ensure there is good relationship between their organizations and their immediate environment. Change in any entity affects both its internal and external environments. Whenever there is need for change, the work of a leader is to ensure that the external and the internal environments do not conflict in any way. A leader should be able to handle and manage the two environments in order to enable them to come to terms with the direction the change is taking.

There are two main concepts when it comes to change and leadership. These are agents and leaders of change. We can categorize leaders into any of these classes. However, the two do not necessarily occupy the same position in an organization. Leaders of change only appear at the top level of an organization, while agents that facilitate change can appear at any point in the organization. In most cases, the top leadership of the organization initiates change leadership. However, for the entire process to be complete, agents of change need to be included in the process. A strong leadership strengthens its agents of change by cultivating the courage and willingness needed in the entire process.

To change leadership management, certain traits of a leader need to be achieved. The practice and engagement of the powers of a leader can catapult the entire process of initiating change if the leader has the intellectual capacity to do this. The following define what a leader of change should is and how best they can spearhead changes in any organization.

  1. The first and most important thing is breaking away from the traditional commanding and taking absolute control. This is part of the evolution needed for change management. It should start in the mind of the executives of the organizations. Change needs the spread of thought and the relinquishing of monopoly of leadership. Every leader should stop thinking in terms of them being the only ones capable of initiating the changes needed in an organization.
  2. Acceptance is imperative if any change in leadership is to be achieved. Many leaders do not accept the fact that change is inevitable and that it has to be accepted and not resisted. Any renewable leader understands that change needs to be embraced, and that is why they spend their time and resources building the necessary structures and culture that will not prove to be stumbling blocks to change. A renewable leader prepares the departments of his organization to accept and facilitate change.
  3. Trust is a huge component of encouraging change in any organization. Success cannot be built on any suspicions. Leadership entails developing trust in the rest of the teams of the organization, and perhaps taking time to build it through explaining your decisions and encouraging your juniors to participate in decision making.

To facilitate change leadership and management, there should be the understanding that the changes being introduced do not threaten the people in the organization. Leadership needs to make people understand and even believe in the new introductions. This can be done by linking the value of the change to the future of the organization.

Change needs to come gradually and not always increasingly being adopted, as it can fast track the downfall of an organization as well. Change is coming about as a result of globalization and factors such as legislations. If you take the incremental approach to change, you will be leading your way to failure.

Leaders need to understand that change faces political resistance that never wanes away. Initiators of change often experience indifference, resistance and even jealousy. Therefore, there is need for change resistance management if success is to be achieved. Some of the management techniques include adequate communication, encouraging employees to take part in the process, delegation processes, using the skills available within your staff and ensuring interpersonal efforts are achieved.

Statistics have shown that change management is not easy to manage as only about 3 out of 10 initiatives survive beyond the initial stage. There is always the fading in enthusiasm before the initial stage of change is crossed. To avoid this failure, change leaders need to master the tactic of vision.

Vision can be used to drive the entire process of change to its successful end. The leader of the organization should make it a clear picture of the future once the changes have been implemented. This helps reduce resistance from the employees and the external environment as well.

Change Management Leadership

Change Management Model

Certain things are needed for change management model to work correctly. The most important of them is that the entire company is behind the change which is to be implemented. This is what the situation should be. However, the unfortunate thing is that more than 70% of companies do not do this when it is time for change.

It is not possible to avoid change in the business world of today and change has been regarded as a necessity to keep a business strong and competitive in order to survive. For many centuries, many studies have been conducted on the best ways of managing and implementing change in both small and big organizations, building models and developing theories for change.

Different change management models

Abraham Maslow’s Hierarchy of Needs

Abraham Maslow’s Hierarchy of Needs is an example of change management model in an organization, where he stated that basic human needs are ranked progressively in a hierarchy from the most basic need (psychological) to self-actualization needs. For managers and those in position of leadership in an organization, it is necessary to understand these basic needs in order to successfully implement technological change in an organization. In doing this, they would also need to study the impact of that change on self-esteem, self-actualization and the human needs of safety.

Another change management model is the Kurt Lewin’s Change Model in which he suggests that approach in which an organization is not frozen from the current level, changed or moved to a new level before then being frozen at that newer level. This model provides advantages in giving a very simple approach to making and sustaining change in an organization.

Change management model also comes in with Michael Porter’s Five Forces Model. The model describes a competitive market which is determined by contending forces. Those forces are:

  1. The bargaining power of suppliers in the market
  2. The threat of new entrants to the market
  3. The bargaining power of customers in the market
  4. The industry itself as a whole
  5. The threat of substitute products or services

Company leaders who are applying this concept very well are always able to position an organization for the successful development of many targeted strategic initiatives which are able to holistically address the market.

Change management model is also connected with Victor Vroom’s Contingency Model, which describes leader behavior. The main focus of this model is that style and leader behavior vary depending on the situation and that the leader is always able to learn and adapt leader styles to meet the needs or requirements of every situation.

Peter Senge’s Learning Organization Model is also important in change management model as it points out the ability of an organization to learn and adapt through approaches to management, leadership and the distribution of authority. The validity for this leadership approach is easily found in recently notable reorganizations in big, popular companies where traditional forms of hierarchical organizations happen to have been transformed to flatter distributed organizations. The utility and value of this approach provides financial savings by getting rid of unnecessary layers of bureaucracy, fully empowering decision-making at multiple points of distribution throughout the organization and then creating a distributed learning atmosphere allowing greater flexibility of the organizational to competitive demands.

After considering these models, it is necessary to point out some other things. The fact that your organization had a tough time implementing been in the past does not mean that future change will also be difficult. Change management is both science and art paying dividends for the organization which is employing serious change management practices.

Recent change management model

Majority of the recent change management models place more value on the importance of determining whether there is need for change, articulating the future desired and the use of a kind of transitional model. However, one thing to be pointed out is that it is people who have to effect change and that change has an emotional impact and this should be done to prevent the failure of the organization.

Corporate change managment

Other change management models have also been developed over the years. An example is the 8 Change Model and ADKAR model. Both of them have a well organized focus on the functions of corporate change management. However, the models have also suffered criticism because of the loopholes which have been found with them. Other problems with the two models are that they are focused only on project and not completely strategic to address the human factors which are the most rampant causes of why change fails.

Implementing change is a difficult thing. For instance, people have different levels of understanding the same issue. However, this does not mean that they are without intelligence to carry out new assignments under the dispensation of the proposed change. Therefore, it is the role and duty of the manager to give them support during the process of change.

Effective Change Management

Some of the factors which determine effective change management are:

– The change proposed must be realistic, well-defined and feasible, especially when you are dealing with a workforce.

– In change management, you need a considerable amount of planning and receptive implementation. This must involve discussion and participation by the people affected by those changes. Problems are bound to occur if you are trying to force change.

– Change is an ongoing thing in an organization. Therefore, it needs to be understood and managed in a way that people will be able to cope with it effectively. Change can be discouraging and make things fall apart. Therefore, the person implementing change must be able to give solution.

– Organizations sometimes attempt selling a change or set of changes without taking human and other factors into consideration. They do this in order to get people to fully buy-in to them and agree with things which are not tangible. If you sell change like this, you will not get anywhere.

From studies, organizations are passing through major change every 3 years while minor changes are always taking place from time to time, that is, regularly. With the current business world, this trend is likely to continue. Change management is now regarded as a science because of the complications and failure that could arise when change is not properly managed.

Concerning change management model, managers ought to be able to apply many models and the ones which are often used are Lewin and Beer or Shaw’s model. The manager supposedly has a lot of experience concerning the operations of the organization and experience from change management, and thus good experience from project management. The manager who is to lead change should also be able to discern the concerns of stakeholders and have the necessary leadership skills to communicate effectively, facilitate and coach those who are resisting change.

The manager should also be ready to work with closeness and humility with those who need it to cope with change, in addition to re-alignment issues, motivation and performance management. The manager should also be aware that people have different needs and would react to change in different ways and that loss is always involve in change, people experience what is called a ‘loss curve’ where all expectations have to be realistically met and all fears also addressed.

Change Management Kotter

Change management is described as the entire process of creating a planned method of change, and deals mainly with using the human facets of change, particularly using communication to explain the vision, convey urgency and overcome any resistance. One of the people who have made many contributions to the world of change management is John Kotter.

A change management process is important in both small and big companies, where different people must interact to work together to create a service or product. Revisions to the particular service or product could be expensive and time consuming because demands should be examined and approved, and implementation should be carefully managed. Inside a company, the requirement for any change may come from inside the organization or from outside, whether the company is providing a service or delivering a product. Demands most frequently originate from customers, usually as a new requirement or perhaps a modified one. Therefore, a change management process which will deal with those demands must be in position.

According to the review made by Kotter, from a study of 100 companies who have been involved in change management and been successful using their change initiatives:

1. Great change leaders are wonderful at telling visual tales rich in emotional impact

2. The leader’s example is really an effective way of facilitating change and communicating feeling

3. Organizations need many heroes at each level in an organization

According to the findings of Kotter, as people climb further in the corporate ladder, with time, they increasingly lose touch with the impact of their own performance until they are unable to detect that they form part of the problem at hand. Kotter thinks that hidden very deep in most people is the need to be the quite hero, even it is for a short moment.

According to Kotter, management is understood as dealing with complexity, organizing and staffing, controlling and problem solving, planning and budgeting. As a result, he asserted that management is dedicated to setting targets and goals, creating detailed plans for reaching the goals, allocating required resources, creating business structure, assigning responsibility and authority, monitoring plan vs. results, determining variations from set plan, and organizing and planning solutions. Consequently, what great managers share is definitely an appreciation of their strengths and full understanding of their limitations. Knowing that performance relies upon how well they determine the demands and priorities of their specific job, they will look for a course through which they are likely to succeed. Therefore, finding the road to success may be the foundation for managerial intelligence.

Management is essentially about reducing risk and making the most of adherence to predictability and plan. In contrast, leadership copes with the things which are unknown, the dreams, and also the vision that creates breakthrough performance. Accordingly, what is considered as possible by one person may be a fantasy to a different person. In leadership the desired results are often accompanied by uncertainty and risk than what is generally regarded as acceptable in management.

Kotter emphasizes the significance of creating and keeping energy for change beginning with a feeling of urgency after which you build on that to construct a coalition for change. Kotter recommends that for any significant change initiative to have the possibility of conquering resistance to change and have success, the backing of a minimum of 75% management is required.

John Kotter also states offers the principles on how to communicate a vision successfully. They are:

1. Let the communication be simple

2. Use analogies, metaphors and good examples

3. Use a variety of forums, and maintain the same message

4. Make it easy for employees to know that the new concept has commitment behind it and it will not disappear

5. All top managers and executives must show that they are aware and part of vision

6. Clearly address seeming inconsistencies. Don’t keep the employees in the dark when there are inconsistencies. This is a thing you should be able to explain if you have the backing of top executives and managers.

7. You should be ready to listen to others if you want them to listen to you

With what John Kotter has seen, a lot of organizations are actually far better at guiding and managing change. But regrettably the present rate of change that many of us are going through is faster compared to the rate at which many organizations are improving, causing there to be a wide gap. Here are a few implications:

1. The marginal rate of change is growing and can continue doing so. We are accustomed to thinking that change happens in waves and cycles which adapt. This might be accurate over hundreds of years ago, but today, change is constantly increasing.

2. Leaders want to get better at managing and leading change. According to Kotter, leaders want to improve at leading people by using change, putting it altogether and managing the entire untidy business. To cope with this, company leaders want to get better at all cost in order to carry out effective change.

3. The feeling of urgency through change must permeate the entire organization. Leaders have to be more conscious of the first stages on the change process, which are creating a sense of urgency; making clear the vision; good communication; and given people the needed empowerment to do something. Therefore, an important area on which to focus is creating and keeping the feeling of urgency about the importance of having change, which begins at the very top.

Employees frequently don’t feel they are able to influence the vision. When they feel disconnected and taken off the problems, they will feel powerless and ineffective, and would not like to waste their time. The bottom line is to come up with a link between how specific departmental and employee actions can make the vision a reality. Obstacles should be removed. And management has to start letting go of the unilateral decisions, having faith in bigger cross-functional teams to fully work things out. There is less predictability and control in this mode, but empowerment brings about those conditions where new ideas can be groomed and flourish. This is very important because change in most organizations has been growing during the last 20 years.

Kotter also has a belief that a paradigm change has happened with mergers, corporate downsizing, reengineering, quality control projects and creating new strategies. He also believes that the old type of management has been really disappointing and there has been “scars and carnage” in the whole system. The things which are then left are wasted resources, scared and burned-out employees; which is not a real change. Change cannot be avoided and it is necessary in most cases for your business to be successful. John Kotter thought this. He also thought there is the right method to implement the entire process of change management in order to have good results in an organization.

Change Management in Project Management

Change management in project management is really a critical piece for most companies. Large companies rely on it for something that affects the management of both big and small projects. But what really is change management? Change management is the procedure that takes over whenever a change is made to the major operations of a company. Change management is then used to keep an eye on changes to areas which are likely to affect both human and financial resources of the company as the project is going through a new direction, which could be for many reasons like change in consumer taste, introduction of new technology, etc. The change management process enables the company to inform all internal business departments and units of the proposed change and what areas of the business are likely to be affected by this change.

Project management is the art of organizing the elements of a project, whether that project is the development of something new, the launch of new service, an advertising and marketing campaign, and so on. A project is not something that’s a part of the normal business procedures. It’s typically produced once, it’s temporary, and it is specific. It features a beginning as well as an end. A project consumes the company’s resources, whether cash, people, time or materials, and also comes with funding limits. Project management has a single concept which – accountably working in a smart way.

Nowadays many or nearly every project leader makes use of project management software to managing different projects in order to perfectly monitor how and when different taks are to be completed. In present day market, it’s important that you take advantage of technology to be able to compete in a world that is always changing. That is why different companies establish different projects in order to try new ways of doing business efficiently and effectively.

In any organization, change management is an essential part of any project whether big or small. As new tools drive new policies and processes, those who are affected could be angry, confused, and highly anxious about their future responsibilities and roles.

To help manage most of the problems faced by project managers when making changes, you should have the following things in order to drive the policies and processes to fully support your new vision:

1. Communicate the same message – Communication is essential to providing the answer to the question “Why should we do this? If you fail to answer this before the people, change is going to be difficult, causing the project to fail.

2. Executive management support is vital to because it helps the company to easily move to the next phase of the project. The project and connected changes in policies and processes have to be driven from the top management down to the low management and general employees. Employees will still grumble; however the executive has got to support the change and assist the culture in assimilating that new vision.

3. Finally, show progress of every project phase and exactly what the project team has so far accomplished. When the stakeholders observe that change is not really bad and progress has been made towards the brand new business goal, they will feel much more confident and comfortable in the decisions which are being made.

Resistance

If you want to carry out any change in project management, you have to first view the common obstacles. Change management means conquering the most popular obstacles without losing the key people who work with you. The primary problem most companies encounter is members of the project team are those who always create resistance to change. Resistance to change should be expected in change in project management and regrettably, many project management teams never determine the easiest method to overcome it. Too frequently project managers will impose decisions over the employees leading to lost production, high staff turnover and quarreling among staff. Permitting employees to positively take part in the changes is an excellent way to deal with this problem.

Research

As you make the company prepare for the next stage, it is necessary that you simply investigate the current condition of the project in comparison to where you need to get to. This provides you with a good overview of the remaining distance between where the project is and where it should be. Not only that, you will also have an idea of the steps that should be taken to move the project forward in terms of growth, productivity or any other corporate goals.

Communication

After you have a tentative arrangement for continuing the project it’s time to start implementing change management. Communication with the project team is going to be the answer to conquering obstacles and creating a smooth transition. Discuss all the plans and why they are vital to the ongoing success from the company as a whole. When individuals realize that their ongoing employment depends upon the prosperity of the company, which as well means that change is inevitable, they would be more inclined to jump in. In most cases, you are even likely to get everybody looking forward to the changes.

Retraining and Education

Your change management in project management may need the implementation retraining or of education. The difficult part is developing a seamless training or situation to upgrade skills for the employees. Scheduling and preparation will give the answer to this part of changes. You may need to consider employing an expert training firm for this.

Like every generalization, the issue that project managers come across does not stand up to evaluation. It is possible for a manager to be against the change process and actively works to derail it. These project managers shouldn’t be considered as being representative. The most important thing is working to get everyone have the right skills for the new phase of the project. For change management in project management to succeed, you must be aware that change projects are usually troublesome and may take a lot of time and you must always balance the requirements of both project change and that of the current project.

Management professional management perspective and skills are essential to build up a brand new strategy to ensure that the company is able to bring in new income sources while reducing the production and overall cost. As the project manager, you need to continually make decisions in response to the change in the market related to your project. This is what makes you always have executive management support when talking about change management in project management. Investors have to know the tactic and implementations of all your actions have to be taken with effectiveness.

Risk taking and experience become part of the project as more decision makers take control of the project. Those with enough experience will realize that crisis creates a lot of opportunities for any company to steal the market. That is why projects are initiated and there should be readiness to make changes to the same project when the need arises. Change management in project management tactics are very important and it is necessary for project managers to manage the entire process of cost reduction well in a change management strategy to make sure that they don’t unknowingly compromise their service quality or product standards.

Change Management in Business

Change management in business is one of the most important things in the world of today, making success and change to be symbolic of most of the world’s biggest companies. With each new challenge the process for achievement changes. Old methods fail to work for majority of the problems faced, whether for a big company or a small business in your local community. The primary reason observed for the failure of most family businesses is that the managers continue to do things using the traditional techniques for the new conditions which are constantly changing.

Change management in business is what managers should always be training themselves to master, and understanding how to implement it is important for any ongoing success. As a manager, you should remember your employees during the change management process and do your very best to deal with their fears; this is most effectively achieved through open communication about the proposed change, why it’s important and just how it benefits everybody involved. Once change is incorporated in the organization, it’s also vital that you continue monitoring the methods, making modification where necessary at appropriate intervals.

To succeed in business, your perspective needs to be refined for the observation of new approaches and skills. An absolute identification of problem area may be the foundation of correctly starting to conquer a problem. After that, implementation of a new to change management follows.

Being the leader of the company, you must have a comprehensive knowledge of all the changes you need to introduce into your business. The employees have to be assured the planned changes are permanent as well as help the business grow. They should be reassured these changes aren’t temporary or experimental, and they have to completely understand the reason backing up the changes you are proposing. Without the support of the employees with the changes you have to implement, you’ll have a very hard time succeeding with your changes because of the resistance you will face. For this reason there’s this kind of focus on change management – the management of those necessary changes.

These are some of the things needed in order to implement an effective change management:

1. You should be able to determine the problem with the current situation. Quite simply, you “Change” because a problem exists with the present status. Therefore, the initial step would be to identify your condition. This is what will determine if a change is really necessary and to what level.

2. Another important part of change management in business is to ensure that others accept you. As you determine that there is really a problem, it will be easier to get people to accept you and work with you to make the change succeed. Many people by nature are against change and would take every step necessary to resist it. Therefore, as a manager, you would be able to convince others by using good examples and statistics.

3. Another thing is that you need to choose people from all levels in order to implement the change. To get the the best results, you have to involve people from various levels for the change to be implemented successfully. As a manager, you may have the legal right to initiate the change process. However, you’ll need the real insight of specialized employees and professionals to be able to succeed. Not just including people from different levels provides you with experience concerning the feasibility of the plan; they will also assist you in the transfer of the vision to the lower levels of management in the organization to bring all staff on aboard for that project.

4. You also need to have a plan to solve the problem. This is what encourages people to join hands with you. The absence of an action plan will discourage people from “wasting” their time. Employees are only ready to go with you if they are convinced that the plan has a bright future for them. And that future is emphasized if there is a plan for the change you are proposing to them. While creating this plan of action, make certain it’s flexible enough to easily adapt to unforeseen issues.

5. As the change is taking off, you should be able to determine the obstacles and what is causing any resistance. This enables you to be fully prepared for them by establishing methods of overcoming the resistance. In addition, planning and organizing your change implementation does not necessarily mean that you’re not likely to meet any difficulties. Therefore, a backup plan is a vital component for a good change management. So, you should be prepared to meet resistance from certain people from the organization, the change management must be ready to cope with those individuals.

6. Change management in business also succeeds if your reason for change is also backed up by facts which can be demonstrated. You don’t want skeptical members in your change management team or organization. Certainly, you’ll collide with employees who have doubt in the entire vision and how correct your decisions are. Being the manager or decision maker doesn’t protect you against doubts. So, you should be prepared to demonstrate the certainty and validity of your actions.

7. There must be a time frame, a financial budget and the necessary people who will help you with the change. You will find many factors which a business needs to consider when considering how it may correctly assess its current situation. Within the planning, it is essential to measure the skills and the current knowledge base from the current employees. If inadequacies exist, there is need to employ professionals who are capable of training the staff to take care of more expansive responsibilities.

Training is needed for the success of change management in business. Training has a great value and the key here would be that the workers are correctly trained to ensure that they are able to manage with the change to lead to the growth of the company despite adverse external factors. Is difficult to achieve? No. You only need to have good plans and employ the best trainers.

The initial step in employing the best trainers is to determine the skills you want the employees to have. For instance, if you’re weighing many options related to project management for the post-change period, your company would likely take advantage of getting in someone with understanding of Prince2 systems. In case the company management is thinking about significantly modifying its business strategies, it might be more advantageous to employ change management training professionals. Again, the important thing here is really to match the company needs with the best trainers. In this situation, change management professionals will be the best ones to employ. Clearly, if needs and goals are changed, then you would need to consider other professional trainers and the way they would be able to serve your company.

Change Management Consultancy

A vital part of change management consultancy helps organizations make to changes without interfering with normal business procedures and without even straining the employees or organization. Consultants help organizations to align planned changes with overall business plan and proper plans to make sure that the changes fit their mission. Additionally they make sure that their customers have a clear plan of the way the changes are going to be handled at each level as well as in every department of the company.

The requirement for change management consultancy isn’t just a social, technological or political necessity. It’s also essential in business. Your business, regardless of the number of employees and size, must have to adjust to the frequently changing needs of financial highs-and-lows, customers, social trends, technological advancements and politics. Inability to adapt to these things causes business failure

Change management consultancy is all about developing a culture of selected accountability and instilling that leadership task connected with getting sincere conversations within an organization. Consultants are involved in the leadership task of change management issue the invitation, name the debate and make investment in people who are willing to present themselves. Most leadership training or initiatives are about how exactly to “enroll” individuals to do tasks and feel better about doing things they might not wish to do. If you are interested in employing the services of change management consultants, you should ensure that they pay attention to the essential task of encouraging organizations to beat the apparently never-ending cycle of defense and blame by having faith in the ability of the people to choose accountability.

Some of the reasons for seeking using change management consultancy are:

1. Diagnosis – problem definition, identification and suggested solution

2. Development – through knowledge education, transfer or training

3. Delivery – implementing business solution in order to make the business benefit

In change management consultancy, consultants are hired in order to give objective appraisals for the entire staff of the company. Their work pertains to a whole assessment of the company, starting with the role of every worker and the projects being worked on. They offer additional assistance where it’s needed and may stay in a company indefinitely when needed. The majority of the consultants would want the following attributes and skills in order to be successful in what they need to do during change management:

– Integrity – they have to show a higher level of interest for the client (organization), working with them to solve problems which arise.

Intelligence – this is obvious and it’s the most important observation to be made when choosing a change managing consultant. The consultants ought to have the ability to demonstrate a readiness to work with the organization with no supervision.

Tenacity – the consultants should have the personality that sticks out above other people in the company. They must be confident enough to speak clearly with all of workers and the company management itself. An important thing they should also do is to have the ability to create strong rapport with everyone so as to solve problems easily.

Communication – the consultants should be able to maintain free communication flow for better interaction with the organization which they are working for; and staff when meeting with them concerning their needs.

Change management consultancy is very good because it will assist the organization to keep its upward climb by making certain the management has got the best plan for the way forward. Most organizations make major changes without consultants often it difficult to more forward because they are often buried in rifts with staff that they hardly have time to face their normal operations. This is when the necessity of a consultant is very important because you would be outsourcing that important task to an outsider who already has experience in managing such issues. This may also be an excellent way of obtaining different views from professionals on how to keep the business profitable.

Another important part of change management consultancy is human resources but the consultants are not only concerned about managing change. They also look at how that change affects groups of employees and individual employees. What most change management consultants do is that they work with people at the senior levels of management or all workers at the same time and see how the change positively or negatively affects each person and group and then implement appropriate changes. Additionally, they may also carry out leadership assessment, evaluating the key employees in order to discover who is skilled and prepared enough to assume greater roles throughout and following the transition. The change management consultants, depending on the organization involved may also pick which, if any, employees ought to be moved as part of the changes.

Change management consultancy services assist you to leverage the power of the people, providing them the various tools and skills needed understand any new technology that will be included in the change, put it to use effectively, and constantly improve their knowledge through proven core expertise. The consultants will ensure the success of both the organization’s technology initiatives as well as the current infrastructure by delivering advanced tools and expert knowledge. They also attempt to aid the workers in achieving key objectives like maximum return on investment through increased productivity.

Change management consultants also have the responsibility to continue to work with formers employees and those who would be negatively affected by the change. Thus, with proper planning, the consultants should have a way of maintaining contacts with many of them before they are finally discharged. It is also their responsibility to ensure that replacements exist for those who are leaving.

Change management consultancy is very important for every organization and everything is based on strong leadership from both the organization and the consultant in order to sustain the company during crucial times usually brought about by change. Of course, the cost of hiring a consultant might be more than expected, but the gains always outweigh the problems which could arise from total collapse of an organization as a result of the inability of good change management. Thoughtful assessment of the past roles of the consultant would help in determine the ability to handle current change management.

Change management consultancy does not stop after the changes have been implemented. In fact, some changes could still require the services of the consultant one or two years after the full implementation. The consultants still need to monitor how the changes made are affecting the organization, meeting with top management and staff as the need arises. They may conduct follow-up surveys to determine the level of adherence to the new changes. If you have a company and would like to makes certain any change, it would be good to first of all meet with a consultant to know if full services would be required or if it is an issue you could handle in-house.

Business Change Management

Business change management is one thing that needs to be given serious attention. Change management is the combination of procedures set up in an organization to manage many forms of change. For a company that needs to implement change, you will find specific problems that need to be addressed if you want the changes to be effective, and so the business requires a clear way of putting those changes into place.

The main reason business change management process is really hard to implement is due to the perception that arises with anything which is not the same as the standard daily routine of the staff in a company. It doesn’t mean the change is not good or not to result in the job of the staff being simpler, only that it is different from what they are used to. The process for any business change management isn’t a complex process to implement or understand. The main difficulty is in having the staff at the organization to welcome or accept the change that is going to occur.

Market condition changes and technological developments influence nearly all businesses to some extent. Hence, business change management becomes an essential area of planning for any organization in those uncertain conditions. Even traditional businesses like an accounting firm constantly need to adjust to advances both in software and hardware, despite the fact that their fundamental business activity and customer base is not going to change. For any high technology business, change is inevitable, and it is natural within the very character of that business. The opportunity to be able to adjust to this change is crucial for business success.

A business change management process transitions teams, companies and individuals to the state desired. The initial step in the transition would be to champion the change and communicate it in ways which will make people excited and get prepared to change. In every change plan, the business change management process is going to be clearly explained to the staff so they do know of what is going to take place. This usually takes place in the scheduled training prior to the implementation and commencement of the change process. The training for that business change management process will include any personnel that will in any way be affected by the change, as well as their managers. By doing this, it won’t be an unexpected thing to them that a change is taking place.

Good business change management works well in making good decisions for that organization in which you are in charge. The reason being that these decisions are made by you after taking into consideration every data which is available while fully understand the risks along with the implications of those risks which go with the difficult decisions that have to be made. The decisions continue to be made always even when the danger is high since the leader of the organization is aware of the rewards which the organization might gain while the risk is being taken.

Planning of business change management is better completed with the use of a business plan. When you’re determining the near future direction of that business, you’re strongly advised to begin by determining the direction you want the business to follow, and the easiest way of getting there. Obtain a sheet of paper, and write everything down. First, write down where the business is presently, and then write down where you want that same business to get to. In-between, you then write down the steps that the business needs to take to move from the present location to the desired location.

In business change management, the business leader, manager or director should break down the main company target into different sub-targets and make certain the message is passed across to the entire organization. This is to ensure that the workers have the ability to see who and what is expected from them to be contributed to the overall target of the organization. By discussing these details with employees, you’ll have the ability to make every worker have a feeling of being a part of the organization. However, make certain these workers are educated to understand the different financial statements and also have full insight towards their own job to ensure that they will have the ability to make positive impact in the financial statements.

As part of business change management, a committee should be set up to manage the transition. Then from time to time, the committee chairman or a leader should review minor matters each time data is presented. This helps the organization in preventing unconscious decisions and thus eliminating or reducing the risk of decisions which could result in financial losses. Failure to check minor things can lead to major problems in the future.

An essential component of business change management is training. It should be holistic, considering exactly what will change for technology, skills, business processes, culture, organization and work control. Everybody needs to understand the difference between the present situation and how the training would play key roles in making the organization get to the desired location. For this reason the usual tendency to assign change management task to the Human Resources division only, would not help much. Although necessary to the effective rollout of change, the Human Resources look at business change won’t give employees the authentic, tangible knowledge of the effects of change in the context of that overarching vision. Training should always be integrated, comprehensive, meaningful to every individual and well aligned and referenced to the company vision.

If you would like real transformation by utilizing business change management, keep in mind this will require considerable time and a renewal of effort is really needed to ensure in order to prevent risk during loss of momentum. In order to get this done, make certain you have short-term goals that you will have the ability of meeting and then celebrate every now and then. That’s because without the short-term accomplishments, many people could be discouraged or could even eventually join the people who have been fighting against the change from the beginning.

To effectively manage change, make certain that you take some time for sufficient communication and dialogue with the whole staff. Back all your communication with creative yet realistic plans, facts and figures, and sturdy goals, and you would be on the road to success with change. Being the company manager or director, you completely understand why change is essential for the business. However, you should also be aware there will be some individuals who will not share the same vision with you, and this may lead to resistance. Both active and passive resistance can be hard to manage, but you need to remain strong to be able to keep your business vision. Good communication may not be able to completely eliminate resistance. However, it can greatly minimize the problems faced with business change management.

Adapting to change in organizations

Thoughts on change management arrises the most peculiar places. Recently, I was shopping for a new dress at a nearby store, and as I approached the trial room, I came across a disagreement to a personal decision upon the choice of clothing. While the daughter, usually under peer pressure or the need to remain in league with her gang was dramatically arguing with her mother upon the changes that has developed in the world of fashion and as to why her choice would be more adaptable to the outside world; meaning friends and neighbors.

The thought of change can scare us or motivate us depending upon each person and his intake to adjustment. Similarly, in organizations or offices changes can mean a lot of things. For some it may be a new learning step towards building their career; while, for others it could mean stepping out of their comfort zone and venturing into a thick mass of jungle, where chances of their stability is at risk. In both cases the chances are grave and unpredictable.

The idea of bringing any change in any organization or office should always remain positive and the goal should be to achieve that change successfully. Approaching each individual in the organization and suddenly setting a different target point and dateline can be shocking for the employees and can become a mammoth task for the employers if they fail to convince the employees the need for it. In the same way, the mother in the store suddenly experienced the collapse of her protective barrier for her daughter when she argued about the need for change.

Teams or groups, who are experts in change management, can help organizations or offices in bringing a gradual systematic approach to any change for the employees and as well as the organization along with minimal resistance. Any change requires adapting. Changing management consultancies could give a layout for employees in various ways in coping with the change or build a constructive structured approach as to how the employees can respond positively to changes to the business demands in the organization.

Change is an inevitable process in any business or the real world. The best approach that any change managementconsultancies can advice upon it, would be to accept it and proactively learn to work upon it, keeping in mind the necessity of the change.

There is always risk in business. Making changes are one of those risks. Changing management helps break that risk by providing awareness. An individual should understand the necessity for the attempt towards that particular change in the business sector. That understanding can be gained by imparting knowledge of the requirement for change. Giving honest facts while maintaining the trust and not being over realistic can edge out doubts and fear.

The organization or an office is also about the people who work in it. It is therefore very necessary to listen out to their concerns. For the long run, change management can keep a close watch on any growth or decline towards any result in the change progress. Keeping a regular check on feedbacks and maintaining internal discussions with the employees would also generate more trust and help balance growth in manpower with or without active change management.

Denne artikel blev første gang publiseret den 21. jan, 2017 med denne overskrift Leadership and Change Management af her influencers.dk/leadership-and-changemanagement-36.php/ under overskriften Leadership and Change Management og markeret med disse nøgleord Change Management, Leadership samtidigt med at denne beskrivelse fortæller om artiklen Leadership and Change Management Every organization needs change, and it is the responsibility of its leaders to initiate and facilitate the change. Many organizations have suffered stagnation because their top leadership is unwilling to initiate the necessary changes. It takes a lot of commitment and dedication of efforts for an organization to undergo.

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