How to Successfully Manage Change

How to Successfully Manage Change ( Part one )

In today’s economic and business environment change is a constant. Whether firms are “losing“ staff, merging with competitors or launching a new business strategy there is a need to ensure change is effectively managed. Yet I am sure we have all experienced or seen change efforts that have gone wrong because not enough time had been spent on the softer side of change management – people!

According to Kotter & Schlessinger people resist change for four basic reasons
1) Self interest – they believe they will lose something of value to them
2) Misunderstanding and lack of trust- they do not understand why is this happening
3) Different assessments – they see different costs/benefits
4) Low tolerance of change – they fear they do not have the relevant skills
Bearing these in mind the key factors in a successful change programme have been identified as
A) Communication – a clear two way approach with all staff. Soliciting questions about issues and problems
B) Start with a Good Idea – no change techniques will save a poorly thought through plan or concept
C) Obtain Staff Commitment – involve staff in both the ideas and implementation stage
D) Provide Sufficient Resources – for example people, time ,skills ,money
E) Have a Plan – look ahead and allow for flexibility around problems
Being aware of the above and accepting that we are all human! will increase your chances of managing the change successfully.

Finally we should all acknowledge that change is an emotional experience and that different people will be able to accept change at different speeds. We arguably all go through seven different stages – shock, denial ,depression ,acceptance ,testing ,search for meaning and then commitment.

In Part two I will include thoughts on specific methods for reducing resistance to change