The world is constantly changing and we need change management training to help in adapting to the changes. These changes are as inevitable as change itself as it involves areas that are part of our daily activities. The way things are done today is different from how they were being done five or ten years ago.
Adapting to a changing situation is not easy, especially when you are used to doing things the same way for a long period of time. This is so in the workplace environment. Change comes with unknown hazards as a result of the introduction of new methods into familiar and known methods. To ensure the success of any change in an organization, change management training is required to ensure that the transition period is smooth and that those involved undergoes as little uncomfortable as possible.
The Basics of Change Management
Communicate the change properly
Everything that seems complicated becomes simple when communicated in the right way. As any change brings a lot of discomfort and intimidation, those who will be affected by it should be told about the changes, what they are meant to achieve and how they will be carried out.
They should also be assured that they will be supported through the whole process that the change will be carried out. For this reason, the management should be in full support of the process and should clearly state the dangers that might occur if the change is not carried out.
There will probably be those that will oppose the change and it will be the work of the management to try to convince them by providing them with the reasons behind the changes. The changes that arise are due to various reasons such as an identified problem within the current system that needs to be changed.
Operational changes that need to be changed to meet the new and effective systems such as modifying operations, programs or procedures, the use of new equipment, change in key personnel, change in system design and others.
Adjusting to Growth or Expansion
1. Have a clear vision
Any change cannot be successful if there are no people to rally behind it. This does not mean getting support from a particular group only. The management can support the change, but if the actual employees required to implement the change are not in support, it will definitely fail to take off. The change management training should therefore target every individual that will take part. This is because they have different capabilities in terms of strengths and the roles that they perform. A clear vision helps everyone to understand what the changes need to achieve and also what they are needed to do in order to achieve it.
2. Keep the motivation alive
Not all people are patient enough to see the effects of any implemented change. For this reason, the training should be clear on the short term and long term results to be achieved. This will keep the expectations of the employees realistic and also keep them motivated in carrying out the change. When the members are motivated, the changes become easier for them to adapt than when they are against it.
3. Be accessible
The introduction of new ways of doing things always comes with lots of questions. The training should cover as much information as possible and those doing it should always be there to answer any arising questions. They should always be received and treated well in order for them to be free and seek any clarification regarding the changes.
4. Communicate effectively
When doing the training, effective communication is important in ensuring that your listeners are able to understand the message well. Remember the change management training is a practical solution and if those involved do not get it right, there will be a possibility of doing things the wrong way. For example, if it involves simple procedures, it is simple to explain to those involved, but if it touches the entire organizational structure, the employees will need a much clearer knowledge on how to carry out the changes.
5. Include the “role model” in the training
People tend to appreciate carrying out a change that has been done and has succeeded before. If not, they will have mixed reactions towards it thinking if might fail to produce the expected results. When they have a role model to emulate, they will be clear on what to expect in the end and perform it whole-heartedly. It is also good to look for the ambassadors of change who would be involved in doing specific activities. Others would then emulate them and help make the transition period easier for all the people involved.
6. Communicate continually
Change management training is not a one-day process. Those involved should be continually updated with the required information in a timely manner and in a way that can be easily understood and which is credible. A good communication ensures that the program continues on course and that all those involved remain focused. The information can be made available through various means like email, websites, or social media as well as through other traditional means such as newsletters, seminars, training sessions, or bulletins. Those looking for new information can get it whenever they need to use it.
7. Deal with fear
There is always an aspect of fear when a change is introduced not only among the employees but also the management as well. This can be dealt with by equipping those involved with the required skills so that they can perform their functions without any fear of failure. The management should be able to manage the change without the fear of having run down the business. In any case, those companies that have refused to carry out the badly needed changes have gone out of business.
The employees in many companies have had to go through a change management training apart from others trainings like business analysis training. To be successful, these trainings should be carried out by those experienced educators who are well experienced and have laid their hands on what really goes on during the whole change process. Any new system that is introduced needs to be well understood by those who will be involved and change management training helps in ensuring a smooth transition to the new system.
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.