Ultimate Guide To Learning Change Management6 mins - Introduction
If a business wants to survive, then it must embrace change. All companies know this, but many don’t manage change effectively. Whenever companies introduce changes, they have to ensure every employee knows what they’re doing and how to complete the process and minimize stress for everyone. Change management is a vital part of implementing new technology, services, teams and much more.
What Is Change Management?
Change management is the way companies approach changes and how they implement them throughout the business. The most important role of change management is to support employees through changes and make sure they know how to work under new guidelines.
There are three forms of change management; Individual, organizational and enterprise. Each has an important role depending on the changes that will occur.
Individual Change Management
Individual change management focuses on the psychological impact change has on people. Some people welcome change, while others find it distressing. However, individual change management is about supporting each team member to adapt to the change and perform their job role.
A vital part of individual change management is neuroscience and following proven techniques to introduce your staff members to changes. The most popular is the ADKAR model, which uses a goal-orientated approach.
Organizational Change Management
Organizational change management takes the whole company into account when considering the impact of change. This can involve evaluating how each department will handle the changes and putting a plan in place for the whole company. There are many approaches to organizational change management, but the most important thing to remember is it’s about helping the whole team adapt to internal changes.
Enterprise Change Management
Enterprise change management is the process of relating organizational changes to the changing markets. It’s important to use this type of management because companies can evaluate how changes will impact their company and whether making those changes will benefit them in the long term.
The main goal of enterprise change management is to improve how quickly employees adapt to change on a larger scale. This approach takes a lot of time and strategic planning.
The Steps to Effective Change Management
Changes occur on a daily basis, and how organizations deal with them will determine their future stability. To ensure your company and team can handle a range of changes, we’ve put together this useful eight-step process.
Identify Potential Improvements
You should never change something for the sake of it. It’s essential to measure whether the changes will benefit your company and produce positive results. Will you break into a new market? Could productivity be improved? Set goals into place and decide on which team members you’ll need to implement the changes.
Argue Your Case
Company shareholders want to know that the decisions you make will benefit them. Their receptivity to change depends on how well you argue your case, and the potential profits. Make sure you communicate well with shareholders of all levels and be prepared to answer questions.
When you plan your changes, imagine you’re putting together a map. Where will your journey start and who will travel with you? List all the stops and detail how each contributes to the big picture. The main benefit of this technique is you can measure the costs and input required for each stop.
Every time you take on a new project, you should consider which resources you’ll need. This includes team members, support from shareholders and technology. There are hundreds of applications which can simplify the transition including these top picks for change management.
Communication is essential for change management and it’s difficult to keep up to date with everyone involved. It’s important to establish the pecking order, and that all members know their place within the team. You should look at how people prefer to communicate and set regular meetings.
Change scares people; that’s a fact! You’ll never be able to please everyone and some people will resist. Before the IT surge, companies relied on paper and a pen. Did employees jump at the chance to learn complicated IT? Probably not. However, most businesses would be inoperable without technology, so change can be a good thing. Your role is to manage conflict, encourage your team to embrace change, and reassure them that the changes you put into place will benefit them.
Your team needs motivation to complete the project, so it’s important to celebrate when you reach a milestone. Nobody wants to put their effort into a project and receive nothing in return, so let your team know that you value their time and work. Don’t forget to note individuals success and reward team members of all levels.
Change management is a never-ending process, not a one-time thing. You must evaluate your methods and perhaps change the software you use. There might be issues throughout the process and successful transition depends on how you identify issues and fix them.
Things to Remember
A lot of planning and preparation goes into change management, but the most difficult aspect is dealing with team members. Both employees and shareholders might find it very difficult to accept changes and be resistant to work with you. However, with the right encouragement, your team will see how the changes will benefit the company. It’s very important that you’re willing to take the lead on a project and motivate your co-workers to achieve the right results.
Using the right tools and planning each aspect of the change will enable you to control the project and focus your attention on motivating the team.