People whom we remember from history all have something in common. They were leaders that ruled initiatives or their nations into great things through change. From here originates the globally accepted statement and practice: The proper leadership of any change initiative is critical. Without it, it’s really questionable whether the change is worth doing.
Change management assures that people, processes and technologies are in optimal working condition.
That’s why change management is so important. Without balance between the aforementioned entities, the organization can only collapse. Look at that as a matter of time!
You cannot change technology and expect people to figure it out because they are smart, or hire new employees and expect them to learn your technology and processes overnight. We don’t need to write essays on the importance of the subject, because it’s too obvious why.
Benefits of Change Management
Change management improves the effectiveness of planning, mobilizing and ultimately executing a change program. Specifically, change management is used for your business or organization to:
• Achieve unity of purpose around the need for change and what the future organization should look like (Sense of urgency or aspirational vision);
• Establish clear decision making authority/governance outlining how change will be managed (Only a thorough leader can guide his organization throughchanging times since we know that change is not often caused by pleasant circumstances);
• Understand the impact of the change on different stakeholder groups (Positive or negative);
• Develop a purposeful and defensible change management strategy and plan (Without a proper plan your change project is destined to fail);
• Develop and support the change leaders best placed to successfully deliver the program (Always start wise, from top to bottom);
• Conduct a stakeholder analysis, build a change network, and create change specific communications that move people along the ‘commitment curve’(Establishing a strong communicational net can make or break your efforts);
• Identify competency strengths that can be used to support change, align performance and talent management processes with the direction of change, and develop training strategies to enable operational change (Everything needs to be aligned and strive for the same goal. Imagine that cohesive environment after the change is done and the team is actually producing);
• Re-configure the organizational structure in line with the changed processes and coordinate the transition from old to the new improved one;
• Define the organization’s core values, cultural characteristics and reflect these in a specific behavior change plan;
• Develop program-specific change metrics and track the value chain linking change management interventions with business benefits;
• Establish business readiness criteria and checklists, determine when the organization is ready, and facilitate a smooth transition from old to new (High Importance).
If all these points/benefits are executed in the right order and the proper actions taken, then the list of benefits goes beyond of what we’ve said. The organization will flourish. The biggest point of all these is not mentioned, but here it is: When is the right time for implementing change management in your business?
We know when the right time is, but can you take a leap forward and change your organization for good? Request a free quote and see how we can help.