|
 Change
affects people in many different ways; sometime people feel lost and
seem to resist the changing reality around them. In fact people
don’t resist change as much as they resist loss; loss of security,
competence, territory, power or direction. Therefore it is
imperative to design a change process incorporating the change
management principles before change occurs:
The Principles
to dealing with Change Management
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Full and
active executive support.
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Organizational planning and analysis.
-
Involve and
agree support from people within system (system environment,
processes, culture, relationships, behaviors, etc., whether
personal or organizational).
-
Understand
where the organization is at the moment.
-
Understand
where you want to be, when, why, and what the measures will be
for having got there.
-
Plan
development towards above No. 3 in appropriate achievable
measurable stages.
-
Communicate,
involve, enable and facilitate involvement from people, as early
and openly and as fully as is possible.
To overcome
resistance, be truthful and share as much information about the
change as you can. Provide answers to questions only if you know the
answer. Leaders destroy their credibility when they provide
incorrect information or appear to stumble or back-peddle, when
providing an answer. It is much better to say you don’t know, and
that you will try to find out.
It is important to explain why change is happening and establish the
need for change. People are more apt to participate in a change
effort if the pain of change is less than the pain of maintaining
things as they are.
-
Leaders need
to listen, just listen. Avoid defensiveness, excuse-making, and
answers that are too quickly given. Act with thoughtfulness. The
power of real listening cannot be over emphasized. Real
listening is one of your most critical components in change
communication.
-
Communication
and involvement should be proactive.
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