Successful adaptation to change is as crucial within an organization as it is in the natural world. The more effectively you deal with change, the more likely you are to thrive. Adaptation might involve establishing a structured methodology for responding to changes in the business environment (such as a fluctuation in the economy, or a threat from a competitor) or establishing coping mechanisms for responding to changes in the workplace (such as new policies, or technologies).
“It’s easiest to ride a horse in the direction it is going.”
In other words, don’t struggle against change; learn to use it to your advantage.
Our experience with organizational change management suggests that there are three major hurdles to overcome. The first—no surprise—is “change fatigue,” the exhaustion that sets in when people feel pressured to make too many transitions at once. Change initiatives also flounder, according to 48 percent of the respondents, because companies lack the skills to ensure that change can be sustained over time.
Leaders might set out eagerly to raise product quality, but when production schedules slow and the pipeline starts looking sparse, they lose heart. Lacking an effective way to deal with production line problems, they decide their targets were unrealistic, they blame the production technology, or they accuse their frontline people of not being up to the task. The third major obstacle is that transformation efforts are typically decided upon, planned, and implemented in the C-suite, with little input from those at lower levels. This filters out information that could be helpful in designing the initiative while also limiting opportunities to get frontline ownership of the change.
Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome. Change management emphasizes the “people side” of change and targets leadership within all levels of an organization including executives, senior leaders, middle managers and line supervisors. When change management is done well, people feel engaged in the change process and work collectively towards a common objective, realizing benefits and delivering results.
Change management incorporates the organizational tools that can be utilized to help individuals make successful personal transitions resulting in the adoption and realization of change. Our Change Management Training deals head on with the challenge of change. Our Program covers the effect of rules, assumptions, and patterns, the roles people play and conflicting ways of thinking and perceiving.
How you will benefit?
- Accept change
- Overcome your resistance to change
- Don’t ‘sell’ change
- Understand the human factor and their attitude towards change
- Communication Plan – keep all the stakeholders in the loop
- Kotter’s eight steps to successful change
- Create small wins
Change management is a process, not an event.