EFFICIENT CHANGE MANAGEMENT
Change is good, but it can also wreak havoc on an organisation if not managed with thought and careful planning. Here are seven steps to managing change in any organisation, efficiently.
Assuage fears upfront.
Top fears include being replaced, not being able to keep up with new skills, not having enough time/resources to adapt, and loss of quality.
Invite everyone to the table.
People complain less afterwards if they are given a chance to chime in upfront.
Help others see themselves as change agents.
Encourage ideas and innovations for improvement from every corner of the workforce.
Be a guinea pig.
Try new tools and processes yourself first to show your team that you have skin in the game, too.
Plan for the future.
If your change doesn’t stick, it’s not real change.
Allow room for change.
This means giving employees the time and tools they need to master new skills and ways of doing things. In other words, don’t just pile change on top of everything else.
Don’t forget your external communication.
Outsiders and potential new players also need to know what your project is trying to achieve and how close it is to the goal.
- OwnershipWho is going to manage the change process? Who is the change owner and has the authority to make decisions when variations occur. Ownership from management to support the change.