Change Managementis rarely straightforward or easy, especially when it’s the addition of new processes, changes in roles, or the establishment of systems, procedures, IT, or other procedures that require change management. The idea of organizational change being over-easy is a misconception. The real process of organizational change is much more challenging. Here are some quick tips that can help guide the process of change management.
Identify the change
Identifying the change is a starting point for the entire process. You need to have an idea of what you want the company to look like before you can begin to plan the change. Your idea of what you want the company to look like needs to be an exciting idea. You may have a great idea, but if there is no benefit to the customer, you won’t get a lot of support asking you to support this dream. Creating this idea and the courage to carry out this idea eventually needs to be a part of your fear management system for making this change.
Take the first step
You need to move around the idea of what you want and articulate the first important step. It is important to have something tangible. Whether it is a plan or a procedure to support this idea, it needs to be to a small extent documented. This provides some motivation and a way to keep everyone focused.
Create supporting documentation
The next step in the process is to create comprehensive documentation that details the phase of change, the people involved, what the entire process will look like and to what time frame. It is important that this is longer than the description of the first step. This way there can be more complete and in depth descriptions of the steps that will take place in the process. This will be inexpensive and time effective.
Identify next steps
Creating a comprehensive plan for the entire process, or building your own plan, is the next step in the process. Making a plan will guide you regardless of whether the whole process comes to pass. Once you have determined the project will make sense and potential areas where things will go amiss, you need to consider what to do in each step of the process. Every step of the process should have clearly defined objectives and goals and a time line. These written descriptions of how your organization will be antibioticsiotics should inspectacle based, too.
Identify and assess conflict
The most important step to deal with change is to identify those that will benefit and those that will not. This will enable you to create a plan of action to select between those that will benefit and those that will not. The process of identifying what will count as a benefit and exclusion is just one form of conflict prevention. This step also enables you to create a plan that addresses the real impact on those that may feel the effects of your decision.
Document it
Once the major steps and the documentation are developed, the next step is to record it and share it around. Every time a process is changed, the document needs to be adapted to the changed processes. It’s important to document as the unreachable end state so you can confirm whether or not this process will meet your terms. Once you have at least seen each individual step in the process, your actions should be organized to ensure that the new documented steps will be the new experience. The most efficient method is to acknowledge the new process and celebrate the new experience.
Leading change is not a simple task. Making your job as an organization, manager, director of any role to be sure you have a process for dealing with change.
