8 tips for successful change management
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This document outlines eight essential tips for successful change management, emphasizing a systematic approach that considers the human side of change. Key recommendations include securing long-term commitment from senior management, fostering leadership involvement at all levels, and ensuring consistent communication throughout the process. Additionally, it highlights the importance of corporate culture, preparedness for unexpected challenges, and providing support to those affected by the change.
8 tips for successful change management
- 1. 8 tips for successful change management
- 2. What is change management? Change management is the process through which organizations implement, monitor and perfect the integration of any new addition, technology or otherwise, into a pre-established system.
- 3. 1. Take a systematic approach to the human side of change
- 4. • Any change will require your employees to: - Take on new roles and responsibilities - Learn new skills and take on new challenges • As a result, organizations must create a formal, yet flexible plan to encourage all employees to embrace the changes being implemented • Start this exercise early- giving your employees time to process and accept change gradually will help with the transition Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 4
- 5. 2. Have a long-term commitment from your senior management team
- 6. • Change is hard for everyone, regardless of their position within an organization • Often, they will look to senior leadership for support and direction on how to view the change - Secure the commitment of organization leaders prior to the change announcement - Have them act as champions for the change - Their leadership on the change will motivate others Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 6
- 7. 3. Involve leaders at every layer Photo: Aussie Free Stock CC by 3.0
- 8. • As the change progresses from the initial strategy and design phase to implementation, it will affect different levels of your organization • Identify leaders throughout each layer to ensure a smooth transition across all departments - HR, Marketing, Communications, IT, Sales, etc. should each have their own departmental champion Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 8
- 9. 4. Encourage ownership by key players
- 10. • No technology implementation is successful without a team of key players who own particular aspects of the project - Find the best fits for your project and allow relevant parties to own them by identifying problems and coming up with solutions - Bestowing this responsibility will ensure that each element of your change has someone in charge - Reinforce ownership with incentives and rewards Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 10
- 11. 5. Be committed to clear, regular and timely communication Photo: Adam FosterCC by 2.0
- 12. • Create a core message and reinforce it through clear, regular and timely communication with your employees - This should start before the change even occurs • Craft a convincing argument that demonstrates a need for the change and a roadmap to guide future behaviour • Communication should be a two way street - Solicit employee input and feedback Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 12
- 13. 6. Acknowledge the importance of corporate culture Photo: Chris Meller CC by 2.0
- 14. • Assess your organization’s preparedness for change - Identify problems and conflicts - Define external and internal factors that can influence stakeholder reception to change • These findings can be used to inform your program design and future decision making Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 14
- 15. 7. Prepare for the unexpected
- 16. • There will inevitably be bumps along the road - Minimize their effect as best you can to avoid being thrown off when the situation presents itself • By incorporating continual reassessment of the change, you can avoid many potential issues - It will also allow you to monitor how the change has been adopted and help you in making future change management decisions Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 16
- 17. 8. Support to those affected by the change
- 18. • The changes you make to an organization affect people in different ways - Part of your strategy should account for that by supporting those who may have difficulty, which could mean • Providing opportunities for feedback • Training • Personal counselling Toronto | Ottawa | New York | Calgary | São Paulo | Florianópolis 18
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