Change management refers to a systematic approach that deals with changes implemented considering organizational viewpoint, as well as the individual. Change management should be for meaningful planning and sensitive implementation, and consultation and involvement of the person that may be affected by the changes. The forcefully applied changes give rise different issues.
The term “Change Management” is somewhat vague, but it has three essential parameters including adaptation, control and effectiveness of change. As per managerial viewpoint for an organization, it defines and implements procedures as well as technologies to deal with the changes in the business environment to optimize profitability with that particular changes.
Principles of Change Management
There are different parameters and principles that should be considered:
- Change should be practical, and measurable,
- The changes must consider parameters associated with personal managing, as well.
- The organizational change need consider with clear frame of mind, what, why, how and who before going for change,
- The change management should have logic for a particular change with a clear understanding and set influence on the people.
- The management should encourage their managers for personal communication with the people that are helpful in the organizational change.
- This demands fulltime involvement and willingness of the people working within the system,
- Effective understanding of the individuals or organization at the time of change,
- The above mentioned principles and parameters need to be associated with organizational change and personal management.
Responsibility of change management
The employees of the organization hold no responsibility to manage change as their responsibility is to deliver the best within their capacity. That deviates from one person to another depending on many factors including health, experience, personality, motivation, stability and so forth. The respective manager has the responsibility to ensure implementation of change. The response of the employees depends on varying capabilities and situations that consequently increase the role of manager in the context of proper communication and interpretation.
It is difficult to develop a successful adaptation to changing in an organization due to natural phenomena of human psychology. As a matter of fact, even animals and plants pose resistance to changes. Change management needs to make a structural methodology to meet the challenges emerging by the changes
Eight Basic Steps for Successful change Management
As per John Kotter, a leading authority on change management, serving as a professor in Harvard Business School presented helpful model for effective understanding of change in the organization. His model consists of eight steps:
- Inspire the people to move by making relevant and realistic objectives,
- Building of guiding team having the right people in proper place with emotional commitment and skills
- Create right vision in the team to establish a simple vision and strategy that focus on emotional and creative feature having capability to drive efficient service,
- Involve maximum possible people and communicate the basic parameters with simplicity having appeal to people for their needs
- Eliminate the obstacles; get productive feedback with the support from manager by offering rewards and reorganization of their achievements and progress.
- Set easy aims and objective that should be achievable and finalize existing tasks before forwarding for new one’s.
- Promote and encourage determination for running changes by formulating mechanism of progress report and set future targets
- Reinforcement of values for successful change by promotion, intertwine change into culture and appoint new leadership.
Other Change Management Diagrams