These days, various companies across the world are constantly introducing new change management roles in their organisational structure. These include a redesigned process, moving physical locations, a new system of performance review, a new technology, or even reorganising their organisational structure. These new changes extremely affect how an individual employee does his/her job.
Generally, change management is simply the application of the skills, set of tools, principles and processes for managing the employee side of chance for the achievement of the much-needed results of an initiative or a change project. The objective of this change is to encourage and enable the successful individual transitions needed by an initiative or project. This is because of organisational outcomes are just achieved when an employee affected by the new change adopt and embrace the new ways of working. Here is a model presenting distinct change management roles, which should be met and incorporated in order to achieve organisational change successfully.
Roles in Change Management Model
An individual alone cannot perform change management; a specialist is assigned to an initiative or project. To be effective, this change requires the involvement and participation from all the departments in the organisation.
These roles are as follows:
1. Change Management Resource/ Team
This role is important because of having dedicated change management resources has been on the top list of overall greatest contributors to the organisational success. There is also a growing body of data, which shows a correlation between how well the employee side is managed and the success of a change project. The responsibility of the change management team is to apply a structured methodology. It’s therefore important to approach this change with intent and purpose by using standard tools and following a process. Other responsibilities of this role include formulation of strategy, development of plans, and support other model roles.
2. Executives And Senior Managers
This particular role in change management has the responsibilities of creating a coalition of sponsorship and managing resistance. It also involves visible and active participation throughout the initiative and communicating directly with employees in the organisation.
3. Middle Managers And Supervisors
As any other gear in the roles in change management model, this role also has its own unique way of doing things. For instance, middle managers and supervisors have the responsibilities of communicating to their employees. They also advocate, coach, liaison and are resistance leaders as well.
4. Project Manger
Project managers also have their responsibilities in an organisation. These include designing the actual change management, managing the company is technical side, engaging with the change management resource or team, and integrating with plans in change management into initiative plan.
5. Project Support Functions
This is important in an organisation because it brings expertise in a certain area in the company. These include training specialists, organisation development staff, human resources staff just to mention a few. Their responsibilities are expertise and experience, knowledge, and are also tools. In fact, all areas bring specific tools, which support all activities of change management.
Conclusively, effective and successful change management requires qualified professionals assigned to an initiative. To be successful, individual employees should adopt, embrace and use a change to their responsibilities. Lastly, change management roles require all these gears for an effective, successful model in an organization.
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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.