An Intro to Change Management

“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” - Charles Darwin

Because Change Happens
Organizations need to take on a major restructuring about every three years in order to remain competitive, and smaller changes occur continuously. Major changes in organizations are generally a result of an outside force, such as large cuts in funding, having the need for an increase of productivity to meet the demands of customers, or to address new markets and clients as a business expands. However, the most relentless of changes in our environment that effect businesses and individuals is the speed with which technology advances. If an organization doesn't change with the growth of technology, they will not be able to remain competitive, and will soon fail.

Causes of Change
Typical causes of changes within organizations include:

• growth, particularly into a global market
• strategic changes in an effort to become more competitive
• pressure from competing companies
• government regulations
• technological advances
• pressure from customers/client

Managing Change
So how does one manage change in an ever-changing environment? Managers must understand the workplace psychology in order to maximize employee performances under the pressure of constant change. They must have the ability to introduce the unavoidable changes and manage them in order to ensure that the objectives of the organization are met despite the changes, and be able to keep their employees commitment throughout the changes as well as afterward.

Having a Plan is Good
Managing change requires well thought out planning and sensitivity to the people who will be affected by the changes. If you forge ahead with a change without informing the people in the organization who will be affected by them, the change will be resisted. Without the commitment and involvement of the people affected by change, there will inevitably be problems, just as forcing change on people will normally result in problems. By informing people of the changes to come, and involving them in the process, you will lighten your own burden by spreading out the work involved in implementing the change, and helps the people involved develop a feeling of ownership and interest in the change.

Having an Achievable Realistic Measurable Plan is Better
In order for change to be effective within an organization, it must be something that is achievable and realistic, as well as measurable. To manage change in an organization, you must be able to answer the goals for the change, and how you will be able to determine if the change has been achieved successfully.

Our environment is constantly changing with no indications of letting up any time soon. As Charles Darwin said, “It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change”. Responding to change and making it a positive rather than a negative action will allow change to work for your organization.

Change can be stressful to all employees. An in-house course on managing change can help to relieve stress, overcome objections and reduce fears associated with organizational change. If you are planning a course and need some exercises & games relating to change management get in touch with me and I will be happy to email you what I have. Also, check out back issues of my monthly newsletter for free tools, tips and cartoons on change.