Managing change, whether it be small scale change or large can be a challenge. In most organisations there will be a mixture of individuals, some of whom will embrace change and the opportunities it brings, other will be more resistant due to the unknown nature of changes being
made and the impending change to their status quo.
Here are some useful tips for managing change.
1. Establish a case for change – before you can sell change to your team, you, yourself, must understand why it is necessary, i.e. why the status quo is no longer acceptable. Don’t be afraid to ask as many questions as you need to, to ensure you get a full understanding before communicating to your team.
2. Visualise how the new world will be better –communicating a vision for the future and the benefits should help secure commitment at an early stage from within your team.
3. Establish some shared values – you can then use them to determine appropriate behaviour throughout the change process.
4. Resource the change appropriately – to ensure the outcomes of change are sustainable, e.g. do you have sufficient people with the necessary skills/experience to do what is required? Many people are apprehensive when it comes to change as they can assume that they will be required to do more, with less. Ensure you communicate how the change will be resourced (either with additional resource or integrated) and how any new activities will fit/impact with current priorities and workloads.
5. Lead by example – ensure you display appropriate leadership styles and behaviours, this will help to ensure that change is implemented effectively and the new values become embedded. This is essential in gaining buy in to any change initiatives.
6. Assess capability – consider your team’s capacity to deal with change and plan its implementation accordingly. Take into account individual personalities and consider your approach when championing change.
7. Engage your team in the process – help others understand how the changes will benefit them, the organisation and their customers in the long run. Emphasising the benefits can go a long way to gaining engagement with change initiatives. Let them see how the world will look
8. Communicate the change and the process with a timely and sensitive approach – taking into account individual and team anxieties and concerns. How you do this will have an impact on how engaged your team will be with the process so don’t rush this stage!
If you would like to discuss your change management/process requirements or are interested in change management training, please contact us using the contact form on our website or via email on firstname.lastname@example.org