The Best Organisational Change Management Strategies

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In today’s competitive world, dynamic business environments, perhaps the only static professionals can rely on change. Organisations must be agile and willing to make decisions quickly, and those that are able to do this will face a lot of changes in a short period. This change can be organisation-huge or team-based and might stem from any wide variety of factors, from technology to internal operating needs to finances to politics.

While the change in an organisation is a good thing, it's something that many individuals are uncomfortable with or even fear. To many employees, hearing of upcoming changes implies some negative outcomes: the loss of a job; a new manager; a restructured team; reduced pay or benefits. As a head of the organisation, it's your responsibility to set the tone for your team and prepare yourself for managing organisational change as effectively as possible, helping your reports or file to understand and navigate the change as best you can. This is not an easy task, especially when you might not have all the necessary details or have mixed feelings about the changes in an organisation.

How to manage organisational change is a key component of leadership in an organisation. If you're facing some changes in your organisation and want to learn how to manage the change management process, then here are some of the key organisational change management strategies you can employ.

Managing Change in Organisations

1.Plan Carefully

Before you bring proposed change in your team, make sure you have a clear plan, and why the change is taking place. Ideally, you'll have documented the tasks needed to get you to where you want to be, mentioned new or changing responsibilities for anyone affected, crafted a fully-developed timeline, and come up with responses to address potential concerns.

2. Be as Transparent as Possible

One of the tricky parts of organisational change is that it will involve a level of confidentiality on the part of the management team or certain employees. However, especially when the change will be a major one, it's helpful to be as transparent as possible with your employees - even if you can't give them all of the details, being upfront about the pieces you can share (and clearly explaining their impact) will go a long way towards helping your staff feel more comfortable.

3. Tell the Truth

This is an easy rule to follow when your change is positive; when the change is in response to challenging circumstances or will result in short-term negative outcomes, this becomes trickier. While it's important, as a manager, to be present an optimistic in front of your team, do so in a way that acknowledges potential challenges and drawbacks.

  1. 4. Communicate

Keep the conversation open between you and your employees. Take sufficient time to explain why the change is happening, and what it will look like if executed. Make yourself open to questions, hold team meetings, and invite staffs to analyze your reports and talk about their concerns or thoughts in a neutral atmosphere.

5. Create a Roadmap

Help your employees to understand where the organisation is, where it's been, and where it's going, Is it going in the right path or not. How does the change play a role in business history, and how is it going to shape its future? Laying this out clearly will demonstrate the strategy and tactics behind the change, and will help the employees to see how it fits, or is evolving from, the business model they've become accustomed to.

Do you need to brush up on your leadership/management skills, or want to learn more about change management? Our training/ workshop session on change management might be right for you! Contact our team today to learn more.

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