change management
change management
change management
Change management is a structured approach to transitioning individual teams, andorganizations from a current state to a desired future state. It is an organizational process aimed at empowering the employees to accept and embrace changes in their current business environment.. In project management, change management refers to a project management process where changes to a project are formally introduced and approved.
Examples of Organizational Change
Strategic changes
Technological changes
Structural changes
Changing the attitudes and behaviors of personnel
Organizational change management takes into consideration both the processes and tools that managers use to make changes at an organizational level. Most organizations want change implemented with the least resistance and with the most buy-in as possible. For this to occur, change must be applied with a structured approach so that transition from one type of behavior to another organization wide will be smooth.
Management's Role in the Organizational Change
In most cases, management's first responsibility is to identify processes or behaviors that are not proficient and come up with new behaviors, processes, etc that are more effective within an organization. Once changes are identified, it is important for managers to estimate the impact that they will have to the organization and individual employee on many levels including technology, employee behavior, work processes, etc.
At this point management should assess the employee's reaction to an implemented change and try to understand the reaction to it. In many cases, change can be extremely beneficial with lots of positives; however certain changes do sometimes produce a tremendous amount of resistance. It is the job of management to help support workers through the process of these changes, which are at times very difficult. The end result is that management must help employees accept change and help them become well adjusted and effective once these changes have been implemented.
Change management principles
At all times involve and agree support from people within system (system = environment, processes, culture, relationships, behaviours, etc., whether personal or organisational).
Understand where you/the organisation is at the moment.
Understand where you want to be, when, why, and what the measures will be for having got there.
Plan development towards above No.3 in appropriate achievable measurable stages.
Communicate, involve, enable and facilitate involvement from people, as early and openly and as fully as is possible.
Scope of change management
This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years.
The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include:
Change management process
Readiness assessments
Communication and communication planning
Coaching and manager training for change management
Training and employee training development
Sponsor activities and sponsor roadmaps
Resistance management
Data collection, feedback analysis and corrective action
Celebrating and recognizing success
Change management process
The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci's research of the most effective and commonly applied change, most change management processes contain the following three phases:
Phase 1 - Preparing for change (Preparation, assessment and strategy development)
Phase 2 - Managing change (Detailed planning and change management implementation)
Phase 3 - Reinforcing change (Data gathering, corrective action and recognition)
Scope of change management
This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years.
The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include:
Change management process
Readiness assessments
Communication and communication planning
Coaching and manager training for change management
Training and employee training development
Sponsor activities and sponsor roadmaps
Resistance management
Data collection, feedback analysis and corrective action
Celebrating and recognizing success
The rate of organizational change has not slowed in recent years, and may even be increasing. The rapid and continual innovation in technology is driving changes to organizational systems and processes. Witness the startling growth of the internet, which is enabling much faster and easier access to knowledge. Add to this the increased expectations of employees as they move more freely between organizations. And, of course, globalization has seen the tearing down of previous international market barriers. It is no wonder that relentless change has become a fact of organizational life.
In spite of the importance and permanence of organizational change, most change initiatives fail to deliver the expected organizational benefits. This failure occurs for a number of reasons. You might recognize one or more of these in your organization.
absence of a change champion or one who is too junior in the organization
poor executive sponsorship or senior management support
poor project management skills
hope rested on a one-dimensional solution
political infighting and turf wars
poorly defined organizational objectives
change team diverted to other projects
Change Management Principles
Adopting a principled approach that displays integrity and engenders openness and trust will see your change program through the hard times. Our consultancy promotes five key principles of successful change management. Adopting these principles in both spirit and practice will enhance significantly your chances of success. These principles are:
1.
Sponsorship
The change program has the visible support of key decision-makers throughout the organization and resources are committed to the program.
2.
Planning
Planning is conducted methodically before program implementation and committed to writing. Plans are agreed with major stakeholders and objectives, resources, roles and risks are clarified.
3.
Measurement
Program objectives are stated in measurable terms and program progress is monitored and communicated to major stakeholders.
4.
Engagement
Stakeholders are engaged in genuine two-way dialogue in an atmosphere of openness, mutual respect and trust.
5.
Support structures
Program implementers and change recipients are given the resources and supporting systems they require during and after change implementation.
Conclusion:
Hence change management is art which can be introduced gradually in a company .
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