Organizational change management is an approach to transitioning organizations to a desired future state. It is actually the means used in organization to evaluate processes so as to come up with a perfect solution. The main aim of this approach is to ensure that changes are thoroughly and smoothly implemented. Inherent in organizational change management is the word that many people dread, ”change”. Although change is inevitable in organizations, it is often not welcomed. In order to successfully manage change in organizations , it is important to consider the tangible impacts of change and the personal impacts to those affected in the organization. Change management is therefore a very broad field and approaches used in managing change vary widely from organization to organization.
When you are tasked with change management irrespective of whether or not you have subscribed to a particular change management approach, the first question that you must ask yourself is what organizational change management is, in your particular situation. This is because change management is mainly concerned with people and its main focus is ensuing that change is smoothly, thoroughly and lastingly implemented. To effectively utilize change management tools, it is very important to define change in your own situation that it, you must ensure that everyone within the organization understands and support the effort.
5 Change Management Tools and Techniques to Master Now
The first change management tool is flowcharting. Flowcharting is actually a tool that helps to lay down all organizational processes. It is an easy to read and understand diagram that helps to simplify complex organizational processes. Flowcharts are very essential tool of change management that helps to clearly illustrate all organizational processes and discover where waste and rework are happening which is something that cannot be seen easily. It also help to quickly identify changes that needs to be made so as to improve organizational processes. The first thing that need to be done when utilizing this change management tool it to flowchart all current processes. You then need to conduct process improvement work so as to identify things that need to be changed. The third step is to brainstorm new innovative solutions that will bring tangible benefits to the whole organization. All new changes made are then flowcharted again so that other members of the organization can see the new changes. Flowcharting can also be used to train staffs on the new changes made because it help to simplify complex process to easy understandable process.
Metrics and data collection
Many people don’t like don’t like dealing with mathematical data and figures but data is vital to the success of change management. For effective change Management,organizations need to collect meaningful data of the original process then come up with a metrics design to display that information. It will actually make people within the organization feel better. However, it is important to note that feeling better is not actually the main objective of this change management tool. Metrics and data collection must include: Cycle time which is actually the average time from start to end, the range of cycle time which includes the shortest and the longest cycle time and also the percentage with the longest and the shortest time, throughput which includes the total number of units that flows through the process in a certain period of time and errors which include the percentage of units that requires rework. It is also very important to note that this change management tool can only be effective if accurate data is collected and recorded.
This change management tool provides an initial view of change problems that need to be tackled. It actually focuses on the driver for change and change inhibitors. For example, if you plan to introduce smoking ban within the organization, the main driver for change in this scenario is effect of passive smoking on health of non-smoking staffs. On the other hand, a change inhibitor which is something that must be overcome is whether it is actually conducive for people to smoke outside the organization or to construct a designated place where smokers can freely smoke. Forcefield analysis is very important because it helps you to clearly identify the driver and inhibitors of change that you want to implement. The strongest inhibitor to change is resistance from member of the organization. In order for new change to be accepted by members of the organization, you need to focus on the benefits of the new change. You should also include discussions that is aimed in understanding and dealing with staff who are resistant to change.
Another vital change management tool is culture mapping. As matter of fact, every organization has its own ways of doing things. This means that every organizations has its own way of setting paradigms i.e. concepts, assumptions, practices and values. Some typical paradigms that most organizations have include: respect for authority where decisions made by senior management are unquestioned or the reward system is based on good performance or seniority. If you are responsible for managing change in the organization you must be fully aware of the organization culture so that you can be able to work in ways that are acceptable. This is because the paradigms may be a source of resistance to change. Before you start working on organizational change management, you will need to first change the existing paradigms and that can only be possible if you understand this change management tool.
The final tool that is vital in organizational change management is having a clear project plan. Most of the time, a change management initiative will require many people working in various department of the organization to implement new changes simultaneously. It is therefore very important to utilize this change management tool to help you come with a clear plan on how the proposed change is going to be implemented in the organization. A clear project plan will help you know who is doing what and where, a factor that will help you implement the changes proposed easily with minimal resistance.