Change Management Techniques & Strategies
With the right change management tools, organizational structure and leadership style, organizational change is possible and can be successful.
Managing change is perhaps one of the biggest challenges that managers face in today’s organizations. In order to stay competitive in the current market, an organization has to remain open, adaptable and ready for change.
Creating new processes, keeping up with market demand and keeping employees motivated and open to change can be a struggle. With the right change management tools, organizational structure and leadership style, organizational change is possible and can be successful.
Both internal and external forces can drive changes. External factors that might lead to needed change are market shifts and new and emerging technology. Internal factors that may lead to needed change may include employee level productivity, employee morale and executive level decisions. Change within any organization creates greater uncertainty and fear.
The only certainty with any project is that you are going to run into changing variables, both small and large, on a daily basis. Success is often determined by how well those changes are managed, according to a school of thought that launched “Change Management Theory,” which follows a defined set of steps: initiation, planning, execution, monitoring and closing.
Effective change management requires a deep social understanding of group dynamics and leadership styles, as well as a well-defined strategy for managing change.
Understand who will be impacted by the change. This is known as “situational awareness.” You first have to understand how and why change is necessary, and determine the time frame for its completion. Then, learn about company culture, including what departments have been impacted by change in the past and how was that change was managed.
Finally, you’ll need to develop a flowchart that demonstrates what departments are impacted by the change, and exactly who in those departments will be impacted the most.
Define your strategy analysis.
Do this by completing a risk assessment that determines what may happen if the planned change is not managed, any anticipated internal resistance, and any special tactics or approaches that will be necessary to see the that change is successfully implemented across the board.
Any change to be made should be implemented with a strategy/plan. Any mistake in this part of change management can lead to loss of time, cost and resources. But there is no single methodology that fits every company. There are set of practices, tools, and techniques that can be adapted to a variety of situations.
Managing change in any organization is challenging and can lead to failure if the proper measures are not in place to handle change management. If managed effectively, resistance to change can be used as a tool for open communication and learning, which could reduce resistance to the change.
An effective leader will adapt their leadership style to the given situation to enhance the management of the change strategy.
Changes should be implemented from top-to-down i.e. from top management to staff.
This is because the people at the lower hierarchy level would have people at the top as example before raising any resistance. Also many of their doubts/problems can be solved by change leaders once they themselves undergo the changes.