When is the right time for change?
Douglas Ferguson
President @ Voltage Control | Facilitation Academy | Author | Educator
As change agents, we know that evolving is vital to growth. If your organization is not growing, something is dying. The challenge lies in knowing when to change and how to change. Companies need an agile strategy toward workplace design in order to adapt to the needs of a constantly changing market and workforce. For change efforts to be successful, leaders need to understand the inner complexities of how change happens, the challenges that come with such efforts, and how to implement change adequately.
Deciding it’s time for change is more than a gut check. An effective approach to evolving your organization requires a?change management process.
Change management is the methodology that strategically blends project management and change initiatives. The process allows organizations to spearhead updates in any capacity and allows leaders to better navigate the challenges of enacting large-scale adjustments. Change management models have long been the standard for kick-starting and maintaining organizational changes. This discipline includes valid plans and processes that will reduce the negative aspects of introducing change.
If you’re new to change management or want to revisit your current strategies, consider these eight steps for an effective plan:
1. Identify What to Improve:?As you begin the change management process, it’s best to first identify and clarify your goals by determining the resources needed to facilitate the change.?
2. Get All Stakeholders on Board:?Getting buy-in for every aspect of the change is the next step in beginning a new initiative. Stakeholders include all members of an organization, from C-suite executives to each team member.?
3. Plan for a Change:?Create an actionable plan to identify the beginning of the change, the journey for the upcoming change, and where you hope to be once the change takes place. At this time, you’ll integrate the necessary resources, identify the scope of the change, and determine their related costs.
4. Provide Resources for Evaluation:?In planning for change management, it’s important to solidify the resources necessary to facilitate the change. This includes funding, training, equipment, software systems, and anything else that is necessary to create sustainable change.?
5. Communication:?To identify, plan, onboard, and execute the right strategy, you’ll need to thoughtfully and intentionally determine how to best communicate your plan.?
6. Consider Resistance and Identify Risks:?The change management process has to include a plan for managing any resistance to the change.?
7. Celebrate Success:?As you manage change through its lifecycle, make it a point to honor the hard work and efforts of all those involved.?
8. Revise and Review:?Change itself is an important part of the change management process. Don’t be afraid to review and revise your strategy throughout the transition. As you review your ongoing change management process, be sure to constantly identify and remove any issues or roadblocks.?
Sheryl Crow wasn’t wrong when she said a change would do you good. So do good and lead the change in your organization by becoming an expert in the process. Learning the ins and outs of change management will help you better anticipate change, implement the proper strategies, and sustain the necessary momentum in your upcoming initiatives. Be sure to?download our Risk/Rewards of Change template?to support your change journey.
Douglas Ferguson | President, Voltage Control
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