Implementation of Change Management - Business Highlight

Response to the forces of change may require strategic change or operational change. Strategic change is organizational wide and has to do with organizational transformation. While strategic change has a long term focus, operational change has immediate effect on working arrangement within a part of the organization. Operational change focuses on elements like new systems, procedures, structures or technology. Organizational change can be static (Lewin?s model) or dynamic (Contineous Change Process Model).

New responses could be developed based on the new information received. Reecho (2006:374) has identified forces of resistance to change to include: employee desires for security, contentment with the status quo, narrow force of change, group inertia, threatened expertise, threatened power, and changes in resource allocation.

Performances of members of our strategic group are being studied with curiosity. Our IT department is looking into the possibiliy of massive deployment of Ecommerce solutions for increased performance.

People appreciate being included in the change process. They feel appreciated when their opinion is sought. Having a forum where your employees can give feedback and participate in projects geared towards change would make them to warm up to your new ideas.

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Change management training helps people to develop the skills and abilities to successfully handle any change. A change management training programme includes norms, assumptions, patterns, the roles people play in a change process and conflicting ways of thinking and perceiving at such a time.

Regulatory agencies, like the FDA and ISO, will require that companies report about the status of each of the relevant changes that are made throughout their manufacturing or development processes. Change management software is one of the best ways to accomplish this, because it helps identify and prioritize the changes. Additionally, it provides continual status updates on the tasks that are currently being worked on.

People will respond with enthusiasm if they see a benefit to themselves or their work environment, if they understand the need for a change and if they are included in the change process. Too often decisions to implement change are made without the involvement of the staff who will be most affected. This is the primary reason that those efforts fail. There must be buy-in from a majority of the staff to effectively implement change. Especially change that is going to involve people and how they interact and communicate with each other.

If you are going to change people, remember that anyone affected by the change is a stakeholder. Don?t wait to tell the staff about a change after the decision has been made that will affect them in an adverse way. Get buy-in and personal investment from all staff by first sharing the benefits of the change and gathering data to support the change. You win in two ways by doing this. The people who do not feel they can commit to the change will leave and thus will not sabotage the change before it can get off the ground. And the people who do make a personal investment will be excited about the change and drive it with the enthusiasm needed to make the change successful and sustainable.

Change management software enables companies to establish procedures throughout the many departments and facilities which will ensure quality and safety. If the company can make the most of these software solutions, it is able to meet those industry regulations and eliminate a lot of issues associated with human error.

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