Today, change is perhaps the only constant for any successful organization and must therefore reflect in your project management plan.
As a good business plan maker, you need to make a plan that will help to implement changes the right way, so that even the most loyal employee will have no reason to react against change. Below are five approaches to change management that will help you introduce, implement and enforce change for the good of the company.
Change management in many companies often involves a meticulously planned process with targets and expected outcomes all set out clearly. Note that change management requires new leaders to take the mantle, and the development of new capabilities and responsibilities.
To make the most of change management strategies, employees must understand what is expected of them during the process. They must understand how their work will change, how that change will be measured during and after the change process.
In any commercial business plan methodology, change must be a playing factor. Change is unsettling at any level in the organizational structure. Naturally, in situations of uncertainty, lower level employees will look at the CEO and their leadership team for guidance and strength. For an effective adoption of the change strategies, leaders must adopt these changes first.
The change must involve the identification of leaders throughout the organization with the responsibility for design and implementation. One creative way to make sure lower level leaders perform is the creation of ownership. This is the direct involvement of the leaders in the change process that they feel personally responsible for the outcome.
Employees are rational individuals. This means they will likely have such questions as the extent of change required, whether the company changes are taking it in the right direction and to what extent they wish to make personal commitments to the changes. To provide answers to these questions, companies must articulate the change process formally.
Formal articulation requires three steps. First, the company must confront its reality and make a convincing case for the changes required. The second step involves the company demonstrating that it has a strong future and a reliable leadership that can guide it there. The final step is the design of the actual road map that will provide overall guidance to the change process.
For change processes to be successful, they must pick up speed and intensity as they trickle down the levels of the organization. Assessment of the cultural dynamic of the organization helps leaders understand the behavioral patterns at various levels of the organization. Cultural assessment reveals what motivates employees to work and helps in assessing the readiness of the organization to change.
Regardless of the meticulous actual or Sample Project Management Plan, no change process ever goes as planned. People react to change differently, and the anticipated sources of conflict might change with time. Effective change requires continued assessment of the impact of every wave of change and the willingness of the company to adopt it.
Change management should not be blanket, but must be carefully managed using data from the field. It must be supported by strong decision-making processes, which will enable leaders to make the necessary adjustments to keep the momentum going when things do not go as planned.
It is tempting for leaders to focus on the plans and processes involved in change especially considering the expected results. However, leaders must understand that it will be a difficult process requiring active participation from all the stakeholders. Even then, things will not always go as planned. With the five approaches mentioned here, that does not necessarily have to mean failure though.