In the earlier days when the senior management and leadership team of any major business was asked their goals and vision for the company – the answer was more or less simple. Stability was the one key prerequisite that most organizations had, and will continue to have in the coming years as well. Most of the times businesses have to opt for a change management process so as to stay in tune with the markets and or the way businesses are meant to be carried out.
But, along with the fact that a change management approach needs to be implemented is the importance of how it is brought about for the entire team. The correct alignment of the companies culture, behaviour, values and people need to be completely in sync so as to get the best result of the change that is being implemented. It is an understood fact that leaders who try bringing a change without considering the human aspect fail miserably. In this blog, we will be taking a look at how to implement the right change management model so that there is no damage done.
Address the human side of change: Whenever there is a change, there is bound to be some restriction. As a team, one needs to make sure that all the people are sat down together and taken through the change and the reason why it is happening. Before having this crucial meeting, the leadership team needs to have all the data and facts handy so that they are able to explain just why a certain change management process is necessary. The moment their questions are answered with enough reasoning, the easier it will be to see the change.
Start from the top: Any change management tool that is implemented calls for a feeling of unsettling because it brings with it a little bit of chaos. In times like this, the peers will look up to the CEO and the other leadership team for comfort and assurance. Hence, it is critical to have the leadership team addressed the changes being implemented. In all reality, it is the senior leadership team that will then be passing down the same information to the rest of the team.
Include all team members: The thing about any change management approach is that everyone needs to be involved and only then will the long-term impacts be visible. Any process of change has several steps which include defining a strategy to implementing it. Strategizing includes the senior leadership team but the step of implementing the change will only happen once the entire team is included. Including every layer of the team is critical for the success of the change to be witnessed.
Give them the reasons: Individuals in any team have the right to ask questions regarding change management and leadership. In such cases, it is important to make sure that there is a valid reason in the form of a case that talks about the long-term pros of the change. The justification and findings need to be solid so that along with the leadership team the rest of the workforce is also on board.
Create ownership: When coming up with a formal change management plan in the business process, the one thing that is a must is to assign leaders and mentors who will help you drive the change. The correct amount of ownership needs to be given to the change drivers who will ensure that the understanding and reasoning are passed down to all equally. These leaders will also be held accountable for making the change happen in the area that they have been assigned.
Make it formal: Most of the time change-makers make the mistake of assuming that the others will simply understand the reasons and issues why a certain change is being implemented. To assume this is the biggest mistake that can in turn cause friction from the other team members. It is important for the rest of the team to get a formal acknowledgment from the leadership team as to why steps are being taken to bring about this change.
Prepare for the unexpected: The thing about change is that no matter how well you plan it, there are bound to be certain hurdles. The rule of change is that no matter how well-planned nothing goes according to it. The golden rule for implementing a change is to be open to things going wrong and facing and getting out of unexpected situations and scenarios.
These are some of the rules of how to go about change management in the most effective way. Plan it the best way but be prepared for the worst.
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