Effective Change Management For Your Business

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Effective Change Management For Your Business


Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare, support and help individuals, teams, and organizations in making organizational change. The most common change drivers include technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring.


It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization.


Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioural and social sciences to information technology and business solutions.


When your organization undertakes projects or initiatives to improve performance, seize opportunities or address key issues, they often require changes; changes to processes, job roles, organizational structures and types and uses of technology.




Your organization is constantly experiencing change. Whether caused by new technology implementations, process updates, compliance initiatives, reorganization, or customer service improvements, change is constant and necessary for growth and profitability.


Identify What Will Be Improved Since most change occurs to improve a process, a product, or an outcome, it is critical to identify the focus and to clarify goals. This also involves identifying the resources and individuals that will facilitate the process and lead the endeavour. Most change systems acknowledge that knowing what to improve creates a solid foundation for clarity, ease, and successful implementation.


Present a Solid Business Case to Stakeholders There are several layers of stakeholders that include upper management who both direct and finance the endeavour, champions of the process, and those who are directly charged with instituting the new normal. All have different expectations and experiences and there must be a high level of "buy-in" from across the spectrum. The process of on boarding the different constituents varies with each change framework, but all provide plans that call for the time, patience, and communication.


Plan for the Change This is the "roadmap" that identifies the beginning, the route to be taken, and the destination. You will also integrate resources to be leveraged, the scope or objective, and costs into the plan. A critical element of planning is providing a multi-step process rather than sudden, unplanned "sweeping" changes. This involves outlining the project with clear steps with measurable targets, incentives, measurements, and analysis.


Provide Resources and Use Data for Evaluation As part of the planning process, resource identification and funding are crucial elements. These can include infrastructure, equipment, and software systems. Also consider the tools needed for re-education, retraining, and rethinking priorities and practices. Many models identify data gathering and analysis as an underutilized element. The clarity of clear reporting on progress allows for better communication, proper and timely distribution of incentives, and measuring successes and milestones.


Communication This is the "golden thread" that runs through the entire practice of change management. Identifying, planning, on boarding, and executing a good change management plan is dependent on good communication. There are psychological and sociological realities inherent in group cultures. Those already involved have established skill sets, knowledge, and experiences.


But they also have pecking orders, territory, and corporate customs that need to be addressed. Providing clear and open lines of communication throughout the process is a critical element in all change modalities. The methods advocate transparency and two-way communication structures that provide avenues to vent frustrations, applaud what is working, and seamlessly change what doesn't work.


Monitor and Manage Resistance, Dependencies, and Budgeting Risks Resistance is a very normal part of change management, but it can threaten the success of a project. Most resistance occurs due to a fear of the unknown. It also occurs because there is a fair amount of risk associated with change – the risk of impacting dependencies, return on investment risks, and risks associated with allocating budget to something new. Anticipating and preparing for resistance by arming leadership with tools to manage it will aid in a smooth change lifecycle.


Celebrate Success Recognizing milestone achievements is an essential part of any project. When managing a change through its lifecycle, it’s important to recognize the success of teams and individuals involved. This will help in the adoption of both your change management process as well as the adoption of the change itself.


Review, Revise and Continuously Improve As much as change is difficult and even painful, it is also an on-going process. Even change management strategies are commonly adjusted throughout a project. Like communication, this should be woven through all steps to identify and remove roadblocks. And, like the need for resources and data, this process is only as good as the commitment to measurement and analysis.




Effective change management processes rely on supporting activities and tools. These tools are often developed and managed internally by either the change management team or stakeholders of the change management process. These may include: Product or Business Roadmaps Readiness Assessments Training Tutorials and Education Sessions Stakeholder Feedback Forums


Post Mortem Review Measurements and Analytics Resistance Management Continuous Improvement Plan Business Case


How Calvella Can Help In Change Management? We have premium Management Executives from our nurtured knowledge community. They give their best when clients need quick solutions, transformation or out-performing results, anywhere in the world. Our management vogue is incredibly simple, we have a tendency to roll up our sleeves and find “stuck within the business”, to confirm that no detail is left unaccounted; while operating with the workforces to make a much better and sustainable business.


Call us: +44 (0) 77991 33349 Mail us: [email protected] Website: https://calvella.com/

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