5 Key Principles for Successfully Applying Change Management

Large scale and long term transformations require a thorough comprehension of the company’s values, its people, their cultures and behaviours. Laying out strategies are not enough. Organizational change is a common phenomenon in the business landscape today. There are various factors, like, globalization, innovations in technology, growth of social media and mobile adaptability that lead to constant changes in an organization. To keep pace with these challenges companies are fast adopting the best practices available for change management. However, only tactical plans are not adequate to establish value. There may be more than a thousand employees involved in this process; and the company has to ensure that the changes are accepted by each of the employees.

 

Here are 5 basic principles which will help you apply change management in your organization successfully:

 

  1. Introducing a systematic change: Whenever a change is introduced, people are uncertain and they resist. Thus, it is important that the human side is taken into consideration while applying change management. To deal with these situations a data based approach is needed. Every individual has his own unique ability to adapt. Collecting data about employees can help evaluate the abilities, and the plans can be laid out accordingly. Involving just the team is not sufficient. Management, team and even the stakeholders should be a part of the transformation.

 

  1. Changes in all levels: It has to begin from the top and continue till the end. Since changes are disconcerting, it is required to be introduced from the top leadership. Teams draw their inspiration from leaders. It is imperative for the leadership to accept the transformation first, in order to instil confidence in the rest of the employees.

 

  1. Transformation mostly affects the bottom line: Implementing strategic changes affects various levels of an organization. Hence, it is essential to identify leaders at every stage so that the responsibilities for implementing the plans can be pushed down to the last levels. This is the reason why change management is considered to be a structured process. Every level must be trained by their leader, who is well informed about the company’s aims and vision.

 

  1. Maintaining Sustenance: In order to completely authorize the employees certain factors are required, like, support, education, encouragement and sustenance. When there is enough support, people find the confidence to try out new changes. Their adaptability is crucial in dealing with the constant changes that are taking place in an organization.

 

  1. Communication is a must: Mostly, leaders make the mistake of expecting the team to see the needs for the change as clearly as they do. It has to be comprehended that communication should be inbound as well as outbound. For effective implementation of transformations, what is required is to emphasize the main messages through systematic and well timed advices. These messages should be inspiring. To maintain a transparent process reach out to the target employees with the right information and at the right time. It is also important to consider their feedbacks and how they are responding to the changes emotionally.

 

Presently, change is perpetual in all kinds of organizations. It is necessary to remember that change in an institution is also a personal journey. Hence, human issues play a vital role in applying the change management models.