Change management

Change management is a structured approach to change in individuals or organization to achieve a smooth and efficient transition from the current state to a desired state. From an individual perspective, the need for change may be in the area of behavior. From a business perspective, the change may be a new business procedure or policy and/or the adoption of new technology. But managers today are facing a flood of continuous, overlapping, and accelerating change that has turned their organizations upside down and managing people through that kind of change requires effective communication and leadership strategies.Here are some tips on managing people through change: 

TIP No. 1: Resistance to change: Recognize that change happens only through people. The emotional effects of change need to be considered and understood by all involved in the change process. Understanding resistance and working with it is key. Take the long view; realize that change takes time and should not be forced to occur too quickly.

TIP No. 2: Give people a stabilizing foundation: Here leader plays a very critical role to create stability through constant reinterpretation of the past, present activities and vision for the future.

TIP No. 3: Change is constant: Educate the people that change really is the only constant. Make people understand that solidity has a shorter life span and we should focus on getting ready for the next transformation.

TIP No. 4: Champion Information access & knowledge sharing: Keep people informed all the time; Keeping the lines of communication open as required.

TIP No. 5: Speak with one voice: Employees need to hear a consistent message, even if it’s bad news. Stick to the freezed script, and don’t say “I don’t know” when the real answer is “I know, but I’m not allowed to say.”

TIP No. 6: Encourage feedback: Create forums where staffers can ask questions and discuss their concerns. It’s better to have discontent out in the open than festering in the cube farms. 

TIP No. 7: Don’t let knowledge walk away: You want your best employees to stay, even if their jobs don’t. Smart companies offer in-placement services that make it easy for staffers to find other opportunities within the organization.

TIP No. 8: Get the skills: If your managers don’t have the necessary interpersonal skills, bring in an HR or change management consultant to help make the transition.

TIP No. 9: Give up the Illusion of control: leaders need to loosen their grip in order to align the energies and talents of their teams and organizations around change initiatives. No one likes change that is mandated - but most of us react favorably to change if we are part of it. Make them feel like they have been involved in the decision making process and share the required power with others to encourage the implementation.

TIP No. 10 Encourage People to mingle: A true leader trait is to believe in the culture of self improvement and also guide his team to improve. Increased focus on relationships and networking would help to pick the best individuals to drive the required changes. Always try not to pick people whom you can map to self on behavioral aspects. 

TIP No. 11: potential benefits and new opportunities the changes may bring: When we are planning to roll out certain changes, one of the best way is to start rolling out some sessions which would help first set of intended audience to digest and then they would help in spreading the same org wide with better conviction and clarity. This would help them in briefing out potential benefits and new opportunities the changes would bring.

TIP No. 12: Detail out a plan for the change implementation: Make plans, but hold your plans loosely. Plan should be adapted to change as needs change. Use systems approach to ensure that all aspects are considered while planning and implementing change.

TIP No. 13: Team approach: Use a team approach that involves many stake holders in the change process, Involve as many people as possible, communicate the essentials and respond to people needs.

TIP No. 14: Implementation dip: Be prepared for "implementation dip." note that things often get worse temporarily before improvement begins to appear.

TIP No. 15: Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.