1/01/2012

management change

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Effective Management of Change Top Tips


Everyone is in a different phase


Not everyone will be in the same phase as you. You might be ‘discarding’ and they might


be in ‘denial’. Talk to them to find out where they are, and then adapt your


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communications with them accordingly.


Change takes time


Change often (76% of the time) takes longer than planned. Plan properly, and allow for


some slippage to take place. Provided that you Project Manage change then you can keep


on top of what is happening and react accordingly with your contingency plans.


Communication is the key


Many people resist change, or actively undermine it, because they do not have a good


understanding of what they are supposed to do, and what is happening. Never assume


understanding in others just because you have a grasp of things. Communicate often, bad


news as well as good, and stress where progress is being made


Change needs a Change Agent


To be a good Change Agent you need an awareness of people and social issues. Being


comfortable with people, able to understand their worries and aspirations as well as being


a good listener able to show empathy are vital ingredients.


Don’t be in too much of a hurry


Change takes longer than you think (see above). Because people are in different stages of


change, they make take a while to see that change can benefit them, or even that they


need to accept change and just move on. Be patient, repeat your message frequently, and


there will be gradual but positive progress towards the desired result.


The (personal) stages of change


These are often expressed in different ways by different authors, but a useful model is


DENIAL- DEFENCE-DISCARDING-ADAPTATION-INTERNALISATION


Reducing resisatnce to change


Get people involved. Ask them questions, do research about attitudes and opinions


amongst the group and publish the results. Often, people resist change because they feel


powerless or alone. Feeling part of a social group is important, especially as change





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moves on. Help people say their ‘goodbyes’ to their old ways and world so that they can


start looking towards the future.


Moving through the (organizational) change process


Phase 1- Analysis & Objective setting


Phase - Systems Introduction and Involvement


Phase - Implementation and Change


Phase 4- Evaluation and renewal


Some of these phases are more about people than others. People must be involved in the


planning stage, or they will not take ownership of the issue. But proper systems must be


in place, otherwise people will return to their old way of doing things.


Inspire Change





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