Change management is the systematic approach for transitioning or transforming organizational objectives, processes, values, technologies, and other related factors. As project requirements shift with the market, development processes must adapt through organized change management to ensure success.
This article will cover four core principles of effective change management:
- Understand change
- Plan change
- Implement change
- Communicate change
We’ll explore tools and techniques to put these principles into action.
Understand Why Change is Necessary
To promote change benefits, determine them yourself first. Consider:
- Why is change needed? What are the key objectives?
- What will the organizational and personal benefits be?
- How will it positively affect people? What adjustments will they need to make?
- What could happen by not changing?
The Beckhard and Harris change equation states successful change requires enough discomfort with old ways, confidence the new way is better, and a straightforward transition plan.
Planning Effective Organizational Change
Effective change rarely happens by chance. Formalized procedures guide some organizations’ change projects, while others take a more flexible approach. However, several factors should be considered:
Sponsorship: How will you secure and utilize high-level support? Involvement: Who can best help design and execute the changes? Is external expertise needed? Impact: What will success look like? How will you predict and track impact? Support: How will everyone be supported throughout changes?
Cotter’s eight step change model explains injecting urgency to build momentum and inspire engagement. Meanwhile, the change curve represents people’s emotional stages, from denial to full investment, reminding us to be empathetic.
Implementing Change in Your Organization
Follow these steps for positive implementation:
- Ensure all involved understand the changes and implications
- Agree on measurable success benchmarks to regularly track
- Identify key change stakeholders
- Address training needs enabling new practices
- Appoint change agents to model and integrate approaches
- Adjust habits so new practices become the norm
- Clarify ongoing support systems for staff
Communicating Organizational Change
Communication is critical for change management success. Changes must be clear so people understand expectations and motivations. Manage stakeholders appropriately by tailoring messaging and timing to garner necessary support.
The ADKAR model offers a framework for communications to:
- Raise awareness around needing change
- Foster desire to participate and assist
- Provide knowledge on how to change
- Impart abilities to change
- Reinforce and sustain changes long-term
The Importance of Change Management
Recently, change management has become vital for new technology implementation. Some fear advanced technology will replace jobs, causing resistance. Encouraging understanding around changes creates more openness. Additional importance includes:
Easing Transitions
Change management eases transitions through transparent communication on reasons, implications, and employee benefits. When people understand changes, adoption is faster, preserving organizational resources.
Building Trust and Innovation
Consistent change management sets standards, building employee trust in leadership decisions. This facilitates a more innovative workplace culture.
To know more about change management, read our upcoming articles about change management model.