Change is inevitable, and often comprises a combination of positive and negative repercussions.
From an organizational standpoint, the mere concept of change can send staff into a frenzy, and that’s before it’s even implemented!
To provide some sort of method to the madness, change should be implemented with structure. This is where change management is so handy, because it facilitates a very difficult process. But what exactly is change management?
To help you get to grips with it, take a look at these great tools and techniques.
For now though, let’s kick things off with a definition:
What is Change Management?
Change management looks at the positive and negative implications of change. It concerns the control measures which are implemented to guide your organization into a new era.
Managing change means pausing the decision making process, taking a second to assess what, how, and why something should be changed.
If during the planning stage you determine potential for unintentional outcomes, you can leverage your change management strategy to reduce associated risks.
Change management needs stakeholders to be actively involved in change, especially if you want to receive their full sponsorship. If you don’t have your stakeholder’s backing, the chance change is successful is dramatically reduced.
Change management ensures minimal disruption, providing some sort of structure to an otherwise chaotic time. Though a slight dip in production is natural, change shouldn’t be recklessly introduced so it turns your organization on its head.
Instead, change management helps staff naturally transition into new beginnings.
You should adopt a standardized approach, but at the same time understand how each process is different. In this regard, you should embrace a general philosophy which can be tailored based on circumstances.
Change management is usually engaged when there is a problem with a process, and your strategy will identify an efficient resolution. It is a complicated and often frustrating procedure, but with patience and persistence you’ll realize considerable benefits.
Why Do You Need Change Management?
To avoid running into multiple complications, and avoid becoming one of many who adopt a reactive approach to something going wrong. With preventative measures you can manage the process, reviewing some key factors on route to successful transition.
Change management is ideal for counteracting resistance, where people naturally repel what threatens their job security. We are creatures of habit who grow accustomed to the status quo, but with the right measures you can positively influence the mindset of your team.
Remove the fear associated with change, and help staff realize the ‘what’s in it for me’ potential of change. This is increasingly important with the influx of automation, where staff might even sabotage your plans if they perceive a change initiative to threaten their livelihood.
Every organizational development strategy requires good leaders and managers. It makes sense to employ someone with an organizational development certification, because they can leverage considerable expertise to help your business benefit.
Should You Choose Change Champions With An Organizational Development Certification?
Choosing the right people is kin to success, and with such a diverse talent pool to choose from, you should select someone with an organizational development certification. Preferably though, sponsor a current employee who’s familiar with company culture.
Once they’ve received their organizational development certification, they’ll offer a perfect mix of experience and theory.
If you’re seeking further inspiration on why you should hire qualified individuals in change roles, here are some reasons to consider:
An individual with an organizational development certification will have a desire for competence. So many skilled workers are let go in today’s cutthroat industries. This serves as inspiration for your employee to leverage their new qualification, a desire which overrides any sense of entitlement or resistance.
A qualified candidate will go that extra mile to prove themselves, where job security is a huge motivation. They’ll do so to justify their decision to study, and will be in a much better position to benefit your organization.
A qualified change worker can provide a high ROI. It’s common to perceive qualified staff as getting bored with mundane duties, but the ever-evolving nature of change will keep employees on their toes. By taking advantage of their skills, your qualified worker will add tremendous value.
Once they’ve received an organizational development certification, sky’s the limit. When your change managers take on a new role, they’ll learn considerably on the job, becoming the natural candidates to progress. This encourages rapid promotion, and cultivates a progressive culture.
With the prerequisite hard and soft skills necessary to achieve well, staff can spread their knowledge throughout the organization. Their leadership will have a ripple effect, and they can mentor others with no problems.
Easier to Manage
With the additional experience workers have gained, they’ll be easier to manage. This occurs when trained individuals get on the same page, and have progressed to communicate effectively using experience and confidence.
Ultimately, with a team who’s qualified your organization will naturally grow. Expansion is everything in today’s innovative times. By expanding the qualifications of your team new opportunities will arise, and you’ll naturally increase your bottom line through enhanced productivity.
If you’re looking to engage your team, why not use one of these fantastic exercises!
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.