Survival tactics for managing Change in your organisation
As most managers will know, building change capability, implementing and managing change in your organisation can be tricky. It needs to be managed in a way that the changes are adopted by your employees, while also keeping your people engaged.?
Clarence Darrow once said “It is not the strongest of the species that survive, nor the most intelligent, but rather the one most adaptable to change.”
Although your business may have implemented many changes over the years, there are multiple stages that an individual goes through before they arrive at the acceptance stage of any change.?
Individuals go through a rollercoaster of emotions during change and the following list outlines further the impact to the individual during each stage.
The impact of change
Typical barriers to change
In addition to understanding the phases an individual goes through during change, it’s also worthwhile acknowledging the typical barriers to change so that you can overcome obstacles/objections along the way:
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Some individuals will reach the acceptance stage sooner than others; don’t fall into the trap of misjudging questions as resistance to the change, and never underestimate your employees ability to accept and understand the change!
Undertaking a Change or Transformation project? We are part of Org, a more human kind of professional services company. Our Advisory brand deploys Subject Matter Experts to tackle your business challenges, across the entire transformation journey.?
Kotter’s 8 step model for change
For anyone managing change in their organisation, I would recommend following 'Kotter’s 8 Step Model for Change' to enable successful implementation and to achieve greater “buy-in” from your team.
That's a very brief overview of the stages of change, and a few pointers on how to manage it in any organisation. If you're looking for a career in this field, view our available Projects & Change jobs here.
Alternatively, if you need to hire someone to facilitate change within your business, get in touch with us today - we have some great change professionals that we can connect you with.
A really good piece on change and transformation; two words that are used so interchangeably and in some (if not many) cases with little thought to their significance, arguably. Many readers have been impacted by both good and bad change programmes; but I'd bet there are more who've come off the back of compelling PowerPoints, townhalls and protracted change processes saying, 'nothing is different' - just a shuffle of the deck chairs and some new taxonomy...this, inevitably, has a more damaging effect on individuals, teams, their perception of their business leaders and of course customers which can be marginalised in the process. Having experienced, led and implemented programmes myself throughout my career, the Golden Thread I'd call out that should underpin this 'evolutionary process' must include: 1. Having the correct set of x-functional leaders empathically connected to the roots of the whole business, problem statement and desired outcome, 2. deep organisational engagement & communication, and 3. the courage and resolve to take everyone, including customers on the journey.
Experienced people leader, brings HR best practices and positive culture, leads stand-alone HR functions. Org Behaviour, Assoc. CIPD. Chair, INED, Charity Law, Corp. Gov, Mentor, French & Spanish. #ABA Events, London
1 年Kotter never goes out of date! Super article on "change" and very practical to those of us who work in HR.
Executive Director
1 年Love this
Global Procurement & Cost Manager
1 年Great article that all organisations are facing every now and then. It is all about the management of it.
Sales Associate at American Airlines
1 年Thanks for sharing