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 For
organizational change that entails new actions, objectives and
processes for a group or team of people, use workshops to achieve
understanding, involvement, plans, measurable aims, actions and
commitment. Encourage your management team to use workshops with
their people to help you to manage the change. It is important to
get people involved in the planning of the change and the design of
new processes and procedures that affect them this will ignite
personal champions for the change who can assist throughout the
process.
These principles are easily applied even in very tough changes e.g.
layoffs; office closures, mergers and acquisitions. Communicating
with people and helping them to understand strengthens your
position. Leaders who fail to communicate and involve their direct
reports in managing bad news are perceived as weak and lacking in
integrity. Treat people with respect and they will usually
reciprocate.
Employees can often become overwhelmed by large-scale change, so it
is suggested to break it into smaller, more manageable steps.
Creating the possibility of small wins assists the employees to
adapt to the new change and encouraged by the progress without
loosing momentum.
People with certain behavior styles are more resistant or fearful of
change than others. When introducing change in your team, be open to
assisting with those who are concerned about the change and try to
get them involved in shaping the new reality as much as possible.
Keep in mind, people dont resist change, they resist loss; Loss of
security, competence, territory, power or direction. As a manager,
there are five essential things you can do to help colleagues
through a period of change.
-
Tell people
the truth.
-
Involve
everyone in planning.
-
Explain why
and instill a sense of urgency.
-
Break it into
steps.
-
Be patient
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