It is easy to understand the definition · It is easy to understand the concept of change...
Transcript of It is easy to understand the definition · It is easy to understand the concept of change...
It is easy to understand the concept of change
management. Let’s take a look at Prosci’s definition:
“Change management is the application of a structured process and set of tools for leading the people side of
change to achieve a desired outcome.”
But once change implementation has started, things can get so stressful.
“Any change, even a change for the better, is always accompanied by drawbacks and discomforts.”
Arnold Bennett
Many employees resist change because of many reasons.
Changes to routines
More work Fear of job loss
Incompetence for new tasks
Unhealthy communication
Fear of the unknown
But change is important.
“It is not the strongest of the species that
survive, nor the most intelligent, but the
one most responsive to change.”
Charles Darwin
Companies may lose their competitive edge if they can’t meet the changing
needs of their customers.
In 2007, Nokia was earning more than 50% of all the profits in the mobile-phone industry. Unfortunately, it underestimated how important the transition to smartphones would be.
Remember Nokia’s failure to keep connecting people?
FAIL
Source: The New Yorker
In 1976, Kodak had a 90% market share of photographic film sales in the United States. It started struggling financially when it failed to keep up with digital photography.
Kodak moments have become selfies.
FAIL
Source: Wikipedia
In 2004, Blockbuster had more than 9,000 video rental stores. Unfortunately, its retail outlets became outdated with video streaming through computers and phones.
No more Blockbuster nights
FAIL
Source: Wikipedia | US News
So if you want your business to keep going, remember this:
Growth comes with changes.
Successful change management entails a lot of planning.
Here are 6 questions to help you plan for change management in your organization.
1 WHY IS THE CHANGE NECESSARY?
Explain the wake up call and the possible outcome if the organization doesn’t change.
Common Reasons for
Change
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POLITICS
SOCIAL CHANGES
TECHNOLOGICAL ADVANCES
ECONOMIC STATUS
CHANGE IN POLICIES AND PROCEDURES
RESTRUCTUTING OPERATIONS
MERGERS
NEW COMPANY PROGRAMS
2 WHAT ARE YOUR GOALS FOR THIS CHANGE?
Define your vision and provide a roadmap for your employees.
JAN FEB MAR APR MAY JUNE JULY AUG SEP OCT NOV DEC
1st Stage Jan - Feb
2nd Stage Mar - May
3rd Stage Jun - Jul
4th Stage Aug - Sep
5th Stage Oct - Dec
Project Kick off Milestone 1 Milestone 2 Milestone 3 Project Close
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3 HOW WILL YOU EQUIP EMPLOYEES FOR THE CHANGE?
Assess and provide what employees need to be ready for the change. They might
need training, orientation, new tools, follow-up meetings, support from
supervisors, etc.
4 HOW WILL YOU MOTIVATE EMPLOYEES TO TAKE PART IN THE CHANGE?
Listen to employees’ concerns, feedback and ideas. Identify reasons for resistance
and invite them to dialogue.
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5 HOW WILL YOU REWARD EMPLOYEES FOR PARTICIPATING IN THE CHANGE?
Be generous in giving a pat on the back and remember to
communicate small victories.
Source: eSkill
Look into performance incentives as well. Performance can improve by 15% with reward offers, and by 27% if employees are rewarded again to continue performing well.
6 HOW WILL YOU COMPLETE CHANGE IMPLEMENTATION?
Use the momentum to implement final
changes
Keep communicating the effects of the
changes
Incorporate the changes to
organizational culture
Get ready for the next change!
Only the wisest and stupidest of men never change. - Confucius -
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