STRATEGY CHANGE MANAGEMENT TO ACHIEVE SUSTAINABLE BUSINESS GROWTH ON 2016

Introduction Business growth inhibition caused by the organization is not able to adapt to environmental changes and developments in technology, so that the information that has economic value is always late accepted by management. The delay in receiving the information, because the company still uses an organizational culture that considers that information is a subject which is passive, thus requiring the process (active) to be accepted by the organization, while on the other hand that the information is as an object that is dynamic and does not require process (passive), so that those who need it must be active to get it. With the information received quickly, then the expected growth can be achieved through proper decision made based on the accurate judgment contained in the information received. Understanding Change management (change management) is an approach to changing individuals, teams, and organizations to the desired future condition, and in change management, the need for strategic planning. Strategic planning carried out by the organization to determine the strategy or direction, and making decisions to allocate resources, including capital and human resources, so that strategic planning as a management tool used to manage the current conditions, such as the projection of the condition in the future, so that the strategic plan is a guide that can be used by an organization in its current state, to carry out activities in the future, such as the desire to achieve 5 to 10 years into the future. To create a strategy in order to achieve the desire of the future, then the leaders must work in a system in the process of creating strategic planning (strategic planning), in which the ability of a producer to be used appropriately to produce a strategy to achieve the desire in the future. Strategic planning is an activity including a series of processes of innovation and transforming the company, and if it does not support the strategic planning of innovation and change, then it is a failure Objective 1. Can identify, analyze and manage all the risk on any changes that occur in the working environment

due to the pressure of the changing times and technological developments. 2. Can identify and manage risk at the moment meet the required capability in business in the modern

era. 3. Planning for Human Resources needs with capabilities as required, so as to meet the performance

targets set 4. Getting the support of employees and top management level in response to the impact of technological

development and the changing times.

5. Provide benefits to the management in realizing the programs related to measurable organizational objectives, business case presentations, and monitor assumptions, risks, dependencies, costs, return on investment, and cultural issues that affect the progress of related

6. Be able to communicate effectively in providing inform the organization and why we need to change, the benefits made changes, and the changes detailed

7. Overcoming resistance from employees and align individuals with the strategic objectives of the organization as a whole

8. Ability to provide personal counseling to reduce the fear associated with change and monitor the implementation of changes and fine-tuning as needed

Benefits 1. Establish the individual to identify any risks to the possibility of change when interacting with the

environment 2. Identify the changes and manage risks and to understand it, so as to generate innovation and

improvement 3. Being able to respond to the "current and future", and avoid the risk of causing the failure ffor build

and establish the purpose of the present and the future. 4. Can identify available resources and risk for future needs 5. Can build a team, where the team members know each other and understand its leaders 6. Can leave the routine and learn to modify and manage the risk from the current state to the future 7. Can provide recognition, respect and manage the emotions caused by the crisis and manage the negative

impacts caused. 8. Can build a culture that receives and utilizes the change with creativity as creating the necessary tools

to face the dilemma. Goals 1. Ability to manage change and the risks arising from both internal and external, effectively and

efficiently. 2. Ability to manage change in a systematic manner by controlling the risks that will hinder growth 3. Ability to prepare mentally to face the changes with some perceptions of change itself, including

addressing the risks that arise. Barriers 1. Rejection of the members of the organization who do not understand about the change as a

requirement that must be met, and generally occur in members of the organization (people) who are comfortable on the conditions that exist today, so that with the change in the comfort of the individual will be disturbed (interrupted), Perceived convenience of individuals are often not in line with the convenience of the organization, because of delays in the organization for growth.

2. Fears members of the organization (people), will lose the benefits that have been received or perceived, in which the benefits received came from the organization because of the structure, function, and activities of the organization or operations which were carried out by the organization to eliminate the benefits of the structure, functions and operations of the organization ,

3. Inability to members of the organization (people) to make the changes embodied in the necessity to increase competence in order to meet the criteria required capabilities to support the growth of

organizations, although in order to increase the competence of the individual, the organization has provided a means in the form of development and improvement program through education professional skills is an investment in human resources.

Solutions Developing Change Management Strategy Mission Leading change in an organization to identify, plan, organize and evaluate the object as part of the strategic thinking on changes to be made, so that the organization that exists today, according to the circumstances in the future, but still maintaining efficiency and effectiveness. Objective 1. Plan and create strategic thinking that will be used in the process of change in the Change Management

program, so that members of the organization can see and understand that change is the need of the organization, in order to adapt to the conditions in the future.

2. Supervise and provide oversight of the process of change undertaken by all members of the

organization, and ensure that the process of change is accepted by the members of the organization through their involvement directly or indirectly.

Role 1. Transformation of effective leadership and efficiency in management changes 2. Experts in the field of administration, in providing design and process in human resources and

information as key management. 3. Implement the Strategic Planning Process 4. Scanner for stakeholders, through the scanning of stakeholders, such as the mission statement and goals

as early carry out work to develop a strategic plan. 5. Catalog potential destinations in finding a theme and objectives that fall will have the greatest positive

impact on the business. 6. Evaluation of the draft planning objectives, developing measures and strategies as well as additional

goals. 7. Presents in the form of a document on the role of the various sessions on strategic planning for each

employee and provide the opportunity to submit proposals. Measurement 1. The involvement of the individual as a member of the organization, in every process running on change

management program 2. Quality and quantity rejection performed by the individual as a member of the organization affected by

the change management program 3. Achieving the target set by the plan change is executed in order to adjust the conditions that will occur

in the future.

Results 1. Identify, plan and build the infrastructure based on information technology, focusing on structural

components and technical changes, and align (integrate) between components of strategic, social, and technical, through the collaboration of various skills of human resources.

2. Control (navigation) process changes from time to time, to adapt continuously, as outlined in the project management of the context will be changes, which take into account the organization to market volatility, by balancing the type of bureaucratic organization, which consists of 2 types, namely the management of top-down and bottom-up, in order to ensure the empowerment and flexibility of employees.

3. Determine the team members consisting of members with complementary skills, such as strategy formulation, IT, business process analysis, and organizational design and development to find strategies to overcome resistance at the time of communication between each other and when working with the employees of the organization ,

Success Story, “Implementation Change Management Strategy on Environment” 1. PT. Semen Tonasa Tbk, Makasar, South Sulawesi, the Republic of Indonesia 2. PT. Danareksa (Persero), Greater Jakarta, the Republic of Indonesia 3. PT. Bank Jabar & Banten Tbk, Greater Jakarta, the Republik of Indonesia Reference 1. PROSCI (Dec, 8 2015). "ADKAR". PROSCI. Retrieved Dec, 8 2015. 2. "Home". International Organizational Change Management Institute. Retrieved 2015-12-08. 3. Filicetti, John (August 20, 2007). "Project Management Dictionary". PM Hut. Retrieved November

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New Profession". Strategy To determine the Change Management Strategy, please send an email to winardi@updi-int.com or winardi67@gmail.com, mobile + 62-813-1542-1509. You will get a manual guide in the form of change management strategy, in fulfilling the organization's strategic goals in 2016, namely sustainable business growth Author/Consultant Setiono Winardi, SH.,MBA