In today’s organizations, the rate of change has never been more rapid or more constant. Whether the change is a small one, like the implementation of a new system, or a much bigger one such as a company takeover or merger, the way that change is managed makes all the difference to its success or failure. Good change management training is essential for supporting leaders and managers to effectively drive change throughout their organizations.
People rarely welcome change. As human beings we tend to be adverse to change and, in a world which is increasingly changing at an alarming rate, people can be skeptical and resistant to anything that threatens the status quo of their working lives. It is also fair to say that not all change is positive. Sometimes it seems that doing things differently does not actually equal doing things better in the long run.
With this in mind, introducing change and transformation has to be done carefully, sensitively and collaboratively. Managing people through change training courses equips leaders and managers with the essential skills to seamlessly implement change within their organizations.
3 Stages of Implementing Change
1) Communicate the Rationale Behind the Need for Change
The first stage of introducing any change, however large or small, is to explain to employees why it is important for the change to occur and the intended benefits. This needs to be handled carefully and communicated to all affected parties. There should also be adequate opportunity for people to voice their concerns and contribute their thoughts, views and opinions.
Missing out on this stage of the process will almost certainly damage the change process before it has even properly begun.
2) Implement the Change in Phases
Change is usually best received when it is implemented in bite sized chunks, unless of course, this is impossible (as in the case of mass redundancy or bankruptcy). Most change can be broken down into phases that can be reviewed along the way.
Collaboration is key so, if circumstances allow, having a pilot group of employees to test the change before it is fully embedded is a good way to ensure that more people ‘buy in’ to what is happening and why.
3) Evaluate, Review and Report on Change
Careful monitoring of the entire change process is essential in order to be able to measure its impact and evaluate its success. People need to be kept informed about how things are progressing, the results that are occurring and whether the change program has met its objectives.
An organization’s intention when it decides to embark on a change program is usually to make improvements. It is, therefore, important that employees understand whether the change has had the desired effects and what is to be done if further work is needed.
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