Resistance to change is
perfectly natural, we typically do not like to change the processes we are
comfortable with, even if we know they can be improved and, in some cases,
actually detrimental to our success.
As human beings, we are
typically reluctant to step out of our comfort zones. However, it is only when
we do step out of our comfort zone that we have the opportunity to grow and
develop.
As a result, managing the
process of change is as important as strategically planning the actual change.
Here are my tips on change
management.
Change Management
Managing
change is the only way to successfully implement change.
Change
Management requires an understanding of the process involved with change, the
expectations, solutions, impacts, and consequences.
Change Initiative
- Identify an opportunity
- Define the scope and objectives
- Design the solution
- Develop the process
- Implement the solution
Change is often a complex
and difficult process that requires the knowledge and understanding of how to
successfully implement change to the staff. By diagnosing employee’s resistance
to change and developing an outline of a communication strategy that minimizes
disruption encourages personal development and maximizes employee retention.
Leading
successful change requires new ways of thinking and unique tools and skills. Using
the ADKAR method of Awareness, Desire, Knowledge, Ability,
and Reinforcement we can manage the change process.
Managing Change. Image
courtesy of Prosci Inc.
The ADKAR method outlines each
step of the framework for change:
· Awareness of the
need to change Desire to
participate and support change Knowledge of how
to change Ability to
implement changes to day to day operation Reinforcement to
maintain change.
The ADKAR model is
useful for:
- Diagnoses of employee resistance to change
- Assisting employees to transition through the
change process
- Creating a successful action plan does both personal and professional advancement
- Development of a change management plan for employees
Overcoming Failure
Employees
are often resistant to change not because they are opposed to a new method or
process but because no one has made a compelling case for the need for change
and provided them with a safe environment to undertake change.
Effective
communication from the top down is crucial to successful change, staff needs
permission and clear direction for change to be successful.
Providing
on-demand support and regularly scheduled “check in’s” instill a level of
confidence in the staff to continue the implementation process while providing
the confidence to overcome any perceived issues.
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