Change Management

Posted on 02/11/2018

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Change management

How to optimally deal with organisational changes

Ever heard of Newton’s law of inertia? A body at rest will stay at rest. People have those tendencies too. It is in our human nature to be reluctant and hesitant towards change because our instinct tells us that it might be ‘dangerous’. However, change is crucial in an organization as change cycles are occuring faster than ever. When an organisation is making changes, teams and individuals must be encouraged and convinced to embrace these changes in order to guarantee a smooth sailing of the company. That is why change management is crucial in this type of situations.

What is change management?

Change management is the common term being used for all systematic changes of organizations and individuals within an organization. Change is often associated with implementation of new tools or software. However, change management is putting people first. When resorting to change management, organisations should focus on their teams and employees and the effect these changes will have on them. Support prior to and throughout this process is essential and can be provided via change management.

Within the scope of change management, important key takeaways are:

  • Increasing efficiency (lean production)
  • Optimise and improve internal business processes (business process management)
  • Stimulate people within the organisation (socio technics)
  • Implement new tools/software and additional changes

Change models

There are many different models available that can be used in your change process. We highlight a few of commonly used models;

  • 8-Step Process for Leading Change; this model was created by Dr. John Kotter, who’s a pioneer of change management and his model exists already since 1996 and is still very relevant on today.
  • Plan-Do-Check-Act (PDCA); this model is often used for continuous improvements
  • ADKAR; In 2003, Prosci introduced the first integrated approach to change management that leveraged organizational and individual change management processes and tools
  • The 5 dysfunctions of a team; maybe a special one in the list but if your (management) team can’t work well together, then change in your organization will also fail. Definitely one to think about!

Organisational Change Management

The difference between organisational change management (OCM) and change management (CM) is that the OCM is focussing on the organisational steps being taken to install change, and CM is strictly related to putting the people and teams first to prepare for and cope with such transitions.

Factors that may encourage organisational changes

Organisational changes range from internal to external and can be triggered by technological evolution, process reviews, crisis and consumer habit changes, pressure from new business entrants, mergers & acquisitions and organizational restructuring. In order to reshape the future, an organisation often resorts to redirecting or redefining resources, business processes or budget allocations.

3 tips to encourage smooth transitions

  1. Make sure everyone is on the same page: As a change leader, you may have a different point of view on the organisation and the changes that are needed. Clearly communicate the direction your organisation is going to and why you feel this new trajectory is necessary.
  2. Include all individuals: One way or another, all layers in your organisation will eventually be aware of the changes and be influenced by them. Best for them is to hear about it from you, which ensures that the right and complete information will be clearly passed on.
  3. Always anticipate: It takes time to accept certain changes. People will not respond in the same way, so people will be doubtful or even resistant. Accept this and listen to their concerns and try offering them a solution that might make them less hesitant about the changes installed.

As a change manager you have a very important role to guide this change. The change manager needs to be able to create positive energy for change and function as a catalyst in every change project.

Our 3W network includes several qualified profiles that have significant experience within change management. We are selecting the appropriate change manager that fits the needs of your company to help you install changes and support your team.

Want to know more about 3W and a Professional guidance for your Change Management Project? Don’t hesitate to contact us!

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