What Is Change Management?

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You will be familiar with word “Change Management” if you are working within a large corporation or organization. Change management has been around for a while but this term has become very common among organizations and corporations that like to initiate changes to processes including both tasks and organizational culture. A change management is a set of processes that are employed to make sure that changes have been implemented in ordered, controlled and systematic way.

It is a basic skill in which business leaders and executives need to be competent. Only few work environments are known that can continue working without changes otherwise every business needs change due to technological awareness in world and high competition in market. It has been developed over a period of time. Business leaders use different models for making changes in their businesses. ADKAR model is one of most commonly known and followed change management models. This model defines five basic stages that must be kept in mind to make successful amendments in an organization. These stages include:

Awareness: Leaders must know what changes are needed and why.

Desire: All concerned members of organization must have motivation and desire to make changes in processes.

Knowledge: Organization must know what changes can be made and how?

Ability: An organization willing to change must have abilities and competencies to plan and implement it.

Reinforcement: All concerned people must be reinforced to sustain this and adopt new behaviors.

Basic Principles for Change Management

Change management is only possible if some specific principles are being followed. Here is information about basic principles that must be in knowledge of all managers and leaders:

• Different people will react differently on proposed changes

• Everyone has fundamental needs that should be considered

• Change may result in loss therefore business leaders should be courageous to accept it

• Expectations need to be managed realistically

• Courage to deal with fears

You need to know how these principles will be applied in change management.

• You can deal with different behaviors of concerned people by proper communication beforehand. Be open and honest about providing facts. Avoid being overoptimistic. Meet their openness needs but in way that they may not set unrealistic expectations.

• Make a communication strategy for large groups of people that ensure necessary information is efficiently and comprehensively disseminated to all people. Tell the story of change to everyone at same time. You can also arrange individual meetings to make strategies to deal with it. This will help leaders in dealing with individual behaviors.

• Give people a choice to make among proposed changes and be very honest about consequences.

• Give people time to express their reviews and support their decision making.

• Identify chances of losses. Define ways to replace the losses. This will help to overcome fears.

• Give individual opportunity to all involved people to express their concerns and satisfy them with potential facts.

Follow each principle while introducing any change in your organization to get optimum results from it. Try to develop change oriented attitude in your team.

Risk Management and Change Management – 4 Basic Levels to Get Started

How do companies deal with the fact that the rules of business are constantly changing? While it is not only technology that is constantly changing, technology surely is one of the greatest impacts. The rules are changing and the dynamics are changing. Coming up with a way to deal with change is a primary focus of business. Businesses should realize that managing risk an intuitive exercise for most individuals.

In business there are two terms you hear more and more all the time. Risk Management and Change Management are everyday realities in businesses of all types and sizes. Businesses large and small are scrambling to come up with a change management plan to deal with the new world of commerce. Every aspect of business that is impacted by technology is changing so fast that it is almost impossible to keep up. Businesses mobilize to come up with a strategy to deal with the latest changes but by the time they get set to announce their plans it is too late and that trend has passed.

Companies have to evolved from static operating procedures to a dynamic, evolving, ever changing plan of action. Flexibility is paramount. Changeability a must. This is true for all kinds of business whether you are selling a product, providing a service or just about anything you can charge a fee for.

When you are putting together a risk management plan or change management plan there are four basic levels of due diligence that should be followed. The four levels must be completed in sequential order to be effective for project preparation. Of course there may be several steps or stages to each level.

First you must Identify the factors that will have an influence, negative or positive on the success of your project. Second you will need to assess the impact of each factor or influence on the project. Next you must conceptualize or prioritize a solution to respond to all factors and impacts. Once you have completed these three levels of due diligence you are ready to begin the process of putting together a plan.

Level 1. Identify

Level 2. Assess

Level 3. Conceptualize

Level 4. Plan

Following these 4 levels will provide you with the basis to get started on your plan. Just remember there is much more to it.

The key to effective risk management and change management is to have a system that has measurable results. Risk management or change management for any project can be tied into a milestone schedule to assess and measure risk as it applies to scope schedule and budget.

Risk management is essential to success in business. Most of us are very well equipped to manage risk and change effectively. Our everyday activities prepare us well. You can find numerous parallels in everyday life.

Change Management – Important Questions

Our Egyptian culture by nature is anti-change, not to mention man’s general fear of change. You can get the image on how important change management is. Do not get me wrong, change when necessary is a must; but a necessity should not distract your management from the correct course of action to implement and manage the change in your business.

Here are 8 Questions you need to answer to implement a successful change management:

1. Q 1: What is wrong with the status quo?

To be on the right page here, you need to understand that change in itself is not the reason behind it. In other words, you “Change” because there is a problem with the current status. Therefore, the first step is to identify your problem. After all, when it comes to management you do not want to subject your business (both as its manager and its owner) to unnecessary inconvenience, unless you are sure that change is the only way to achieve your objectives.

2. Q 2: Do others agree with you?

As a manager, answering the previous question will help you by directing your team toward change. As we previously mentioned Egyptians by nature are against change; so in the most likelihood they do not see the reasons why your management is pro-change; and accordingly, there is no need for change. Therefore, management requires that you validate your managerial decision using examples and statistics. management needs you to evaluate the perception of your employees of your vision. After all you, no change can take place, unless people feel the need to change.

3. Q 3: Have you selected people from all levels to implement this change?

To obtain the best results, you need to involve people from different levels to implement change. You may have the authority to initiate the change process as a manager or a business owner. However, you need the insight of professionals and specialized employees in order to succeed. Not only involving people from different levels will provide you with insights about the feasibility of your plan; they will also help you transfer your vision to lower managerial levels in your organization assuring that all your staff is on board for the project.

4. Q 4: Do you have a plan to remedy the situation?

It in the culture of management that employees are always looking up to the “Boss” and taking his lead, specially that at the current time Egyptian employees are not familiar with styles of management where they are required to take the initiative. So as a manager you need to come up with an action plan. While crafting this plan make sure it is flexible enough to adapt easily to unforeseen issues.

5. Q 5: Are others on board?

The following step after you have got everything you need to implement your plan set and ready is to put on your manager thinking cap and dedicate a team or department meeting to explain the problem and the need for change. As your crew’s manager you need to make sure that all your team is on the same page as you by assuring that everyone knows what he is doing, why, and to what end.

6. Q 6: Have you identified obstacles and sources of resistance?

Organizing and planning your change implementation, does not mean that you are not going to meet any setbacks. Therefore, a backup plan is an essential component for any change management. Especially, because Egyptians have the tendency to avoid being honest with higher managerial levels due to their belief that it is not good to disagree with the manager. So it is very likely that you will meet some resistance from certain members from your team, and your change management needs to be ready to deal with those members.

7. Q 7: Do you have demonstrable backing to support your change?

You do not want doubting and skeptical members inside your team. Most certainly, you will collide with employees who doubt your vision and the accuracy of your decisions. Being a manager does not protect you from these doubts, so be ready to demonstrate the validity and certainty of your actions.

8. Q 8: Do you have a time frame, a budget, the people necessary to help you and other resources?

Now, it is time to get your Management checklist, the past 7 questions measure your ability to manage change, but you need to check other non-managerial elements. You need to know if your management has the time fame, the budget, and the human resources to help you through your change implementation.