“Change is no longer a project with a defined start and end. It is continuous, and accelerating … Being able to lead through change is no longer an optional skill.” – David Michels, Bain & Company Partner
Change management is an approach to prepare, support, and help individuals, teams, and organizations in making organizational change. Leaders can use change management to leverage and scale activities. Often change implementations will hone in on ways an employee receives and adjusts to new practices of a successful process. Change management is integral to managing the successful adoption and usage of change within an organization.
While learning to understand the power of change management, it may be helpful to think about it in two ways:
One type of change would be implementing a new technology system (e.g. a video conferencing platform) or building a new structure within your organization (e.g. managing a reorganization within your company).
Another type of change would include redesigning a business process. This can include how a company onboards new staff, creating and sustaining groups to manage a project, or implementation such as a new HRIS system.
Best Practices for Change Management
Long-term change success entails implementing change within an organization using a systematic model and proven best practices. See below for some steps to kickstart change:
Understanding the need for change
Why does your organization need change? What are your objectives? What steps will people need to take to achieve the change successfully?
Create a project task checklist to keep your team on track and plan for all moving parts. A project management tool could effectively assist in planning.
Create clear and insightful communication methods to use throughout your project. These communications will assist with morale and keep staff excited, informed and knowledgeable of your process.
Embedding changes within the organization
Reinforce the change, address any mishaps early on, and remain open with communication across the organization.
Managing resistance to change
Consider the human aspect of major changes. Fear of change is common and can cause anxiety. How an individual responds (e.g. resistance) can determine how the organization accepts the change. Be sure to develop a resistance plan early to be prepared when and if you experience this response.
Some questions to consider when developing an effective resistance plan:
§ Identify what resistance to change may look like.
§ How will the presence of resistance be confirmed/validated?
§ How will members of leadership address the resistance to change?
§ What are the steps to help staff work through resistance to change?
Leading with the right mindset and transparency, you can assist your team in adapting and doing well in when implementing change. While change is unavoidable and the future is unpredictable, leaders are the front line of making the process a positive interaction.
If you need assistance with change management, please contact Kiwi Partners' HR services.