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My Introspective

by Laurus Nobilis
My BrainCast

Human Resources

Basic Skills: Change Management (E)

 

Change Management

 


What is the Change Management? What are the behavioral indicators of Change Management?

 

Posted: May 2009


 

 

Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. The Change Management includes both organizational change management processes and individual change management models. The Definition within this article is referred to individual Change Management.

Definition

Embraces and encourages the change needed to progress the business.


Key Behavioral Indicators

  • Embraces new processes, experiments and tries new things 

  • Views change as a positive experience and proactively works to facilitate it 

  • Promotes change as a positive business requirement 

  • Regularly communicates progress and plans 

  • Involves others in change process


Tips for Development

For change to happen efficiently in both the short term and the long term, design and implement supporting systems and structures.

Consider the following approaches the next time you embark on a change effort.

  • Answer the question, "If we did not have any systems, structures, policies and procedures in place, how would we create them from scratch to support the new vision?

  • Assess your current systems and structures by doing the following: 
    1.) List all the current policies and procedures and other informal or formal systems that could affect the change. 
    2.) Analyze the current structure of your team, your department, and your organization. Look at both the formal structures and the way communication and interactions occur. 
    3.) Determine which practices, systems, or structures need to be removed, modified or created to support the change effort.

  • Create a vision of how things will be or look when the change has been successfully completed and communicate it.

    Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state.

     

    The Change Management includes both organizational change management processes and individual change management models. The Definition within this article is referred to individual Change Management.



  • Establish context for change and provide guidance, ensuring everyone has a common understanding of that vision and understand the situation.

  • Stimulate conversation across levels and functions to gain insights into positive and negative thoughts and encourage people to feel comfortable with the change.

  • Anticipate, identify and address people problems - people issues are at the heart of change. Communication and human resources are critical to success.

  • Develop strategies to deal with resistance to change, and encourage people to share their feelings about the change.

  • Communicate clearly what changes are needed and why these changes are needed. Paint an exciting vision of the future and project personal enthusiasm and confidence that the change effort will succeed.

  • Let people know how the change will impact on them and help them understand the important roles they will play in moving the organization forward by closing the gaps.

  • Identify the people whose commitment is essential to the change effort, and involve them in making key decisions.

  • Involve the people who will be affected by the changes in the planning and implementation process.

  • Pace the implementation to avoid overwhelming people. Build in quick successes to win over skeptics.

  • Since people worry about and resist change, be patient, supportive, available to discuss concerns and share information.

  • Provide appropriate resources to enable the change process to happen.

  • Co-ordinate and align projects to ensure they are in congruence rather than working in isolation, or against one-another

  • Recognize small successes early on in the change process

To effectively manage change, first understand your own reactions to change. The following process should be followed to assess how you typically react to change.

  • Think about past changes that you have encountered on the job, in your career, and in your personal life. Record your feelings and emotions during these times. 
     

  • Analyze the causes of your reactions to change:
     
    1.) For those times when you reacted negatively, identify the causes of your anxiety. 
     
    2.) For those times when you reacted positively, identify the factors surrounding the change that resulted in your positive reactions.
     

  • Evaluate what you did to manage the change successfully. What worked well? Remember those coping and change management strategies you applied and use them when confronted with change in the future. 

In addition to applying these steps, you should talk with your peers, manager, trusted colleagues, friends and spouse to help clarify further, your emotions and reactions during times of change.

 

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