August 6th, 2011
The need for change is a recognized one. Companies are aware that in order to survive, they need to be willing and ready for change. However, despite all the talk and all the preparation, many change efforts fail. Why is that?
8 necessary steps to effective Change Management and Change Leadership
John Kotter, author of ‘Leading Change’ has outlined 8 steps that are necessary to effective change management and change leadership. These steps are:
1. Create Urgency – Some of the most successful change efforts have resulted from creating a sense of urgency. This business strategy is going to get people to move. Motivation is always necessary.
2. Create a Group to Implement Change – There has to be a group of people who will be doing the actual work. This group will be responsible for keeping things moving forward. Without this change management group, things could easily fall off track.
3. Have a Vision – A Vision is going to give organizational change some direction. The vision needs to adhere to the SMART categories of goal setting. It is going to be helpful in motivation efforts and it will help keep things aligned.
4. Communicate the Vision – Change agents should communicate their vision for change to their employees, stake holders, and to the other people who will be affected by change. It will create a better understanding and acceptance of the things that are about to happen.
5. Lead to Act on the Vision – There need to be change leaders who will be in charge of leading other people towards acting on the established vision.
Change Leadership for…
7. Keep the Pace Moving – It is important to celebrate small victories, but victory should not be declared too soon as it disrupts momentum. Instead, things have to keep moving forward.
8. Institutionalize Changes – People involved in the change should be shown how things are going. Changes need to be made permanent, if not, they could easily degrade.
Change is going to take time. Skipping steps in an effort to speed things up can result in some disastrous consequences.
August 5th, 2011
Resistance in the Change Management Process
Resistance is normal in the change management process. Persistent resistance however, is going to threaten the success of a project. Change leaders need to manage resistance when they are managing organizational change.
As mentioned, resistance is normal and it is expected since change is a very disruptive and stressful process. Moreover, some degree of skepticism is healthy and it is going to help identify any weakness in the proposed change.
To help change agents manage resistance, here are some of the most common reasons why resistance occurs.
1. Self Interest
2. Low Tolerance
4. Disagreement regarding need for change
There will be some individuals who will only be focused on how change is going to affect them. Low tolerance to change can come from insecurity and it can also result from a different assessment of the situation. Misunderstandings may result from a lack in communication and from not providing enough information. There may also be some disagreements as to whether change is really needed.
“Set realistic change, know when and when not to change, decide, and then be committed to change “
Organizational Change Management
In organizational change management, it is important to look at some of the barriers that can also lead to resistance. They include:
• Power Structures Already in Place
• Failed Previous Change Attempts
• Work Group Resistance
• Loyalty to Existing Processes or Relationships
• Preference of Current Agreements
• Differences in Ambition
• Difficulty With Performing Well in New Situations
Change managers will also find that fear is one of the big reasons for resistance. Employees are in an organization undergoing change most likely afraid of the following:
• The Unknown
• Decrease in Income
• Possible Loss of Job
• Possible Loss of a Position/ Loss of Power
• Loss of Already Acquired or Potentially Acquired Skills
Resistance may also happen as a result inappropriate change management strategies. The most common cause of resistance in this area is failure in explaining the kind of change needed and the reasons for it. A failure to build trust and security coupled by poor relations with employees will also lead to resistance.
August 4th, 2011
Forming Lasting Relationships
To form and build lasting relationships you must first learn how to relate with people. This comes easier to some than others, but none-the-less is a critical element of bonding with others. Why is this important? Well, because if you want or need someone to do something for you there’s a much higher likelihood that they’ll help you out if you’ve formed a relationship.
So if I’m not good at building relationships or know best how to relate with others, what can I do? How can I improve or hone that skill? Two great tips to better relate with others and form relationships is to find common ground and to discover what the other person is interested in.
Building lasting relationships are part of the average day life.
Find common ground
In order to quickly build relationships it’s important to find common ground between you and the other person you need the relationship with. What might you have in common with them? You might both have kids near the same age or kids that go to the same school. You might have gone to the same University or have played similar sports growing up. Whatever it is, if you have something in common to talk about outside work it will help you relate with one another, and eventually have the potential to form real, lasting relationships.
Discover their interests
Of course there are similarities in this and finding common ground, but this is more specific. For guys it’s easy to relate with one another due to most guys passion for sports. Discover what sport they like or what team(s) they follow.
Current events is another easy way to relate, but it’s not really a basis to form lasting relationships around. The best way to “discover” is to ask questions. You’re not learning when you’re talking, so ask and listen and you’ll soon discover those things that you might have in common.
The key is all about building …
Creating long lasting relationships is part of the average day life, it is essential to make an effort to find common ground or discover their interest to successfully build long lasting relationships.
March 5th, 2011
Lean leadership is an important practice for any company that wants to be more efficient. It is a targeted form of leadership that is more focused on moving things forward instead of managing every single detail. It is important in change management and in the success of companies who want to implement lean manufacturing.
Here are some tips to help make lean leadership more effective:
Lead and Teach
Many leaders forget the teaching aspect of the role. To become an effective leader, one needs to be able to teach. This is especially necessary when there change is implemented and when there are new techniques and business strategies to be learned. Leaders should not just be experts, instead they should be a resource where employees can go to for assistance.
Find the Middle Ground Between Fear and Comfort
Fear is going to cause a lot of stress and it may even lead to dissent among employees. On the other hand, comfort can lead to decrease in production. Lean leaders must learn to eliminate these two scenarios or at least find the middle ground between them.
Tension and Not Stress
They also need to learn how to build tension instead of stress. Tension will keep things going at a steady or at a faster rate. Stress will slow things down.
Provide Forward Work Instead of Just Tasks
When there is a goal to be met, it is important for a leader to not only delegate a job but also to provide a progressive workload. Have employees move towards a goal. It is also necessary to appraise a team’s performance based on its goals.
In addition to the above, it is also important for a lean leader to be an information conduit instead of being a rigid enforcer of rules. There has to be an open communication between the leader and the people they work with.
March 4th, 2011
Change, even if it’s not met with positive feedback, is necessary. More than a few organizations have gone out of business because they failed to accept change or see the need for it. In the change management process, there will be certain signs that tell business owners when change is necessary, they include:
Increasing Frequency of Service Delays or Project Failures
This is one of the biggest hallmarks that there is a need for business transformation. When an increase in the frequency or service delays and project failures is observed, it is time to take a good look at the business process, pick out the weak points, and do something about it.
Observed Understaffing or Overstaffing
Many companies find themselves understaffed and as a result, they experience a drop in productivity levels and in employee satisfaction. This can lead to a decrease in service and product quality, which leads to losses for the company.
On the flip side, some companies realize that they have more people than they need. This creates waste and an unnecessary allocation of funds. It can also lead to employee dissatisfaction as many feel that they are not being used to their full potential.
Presence of Out of Date Equipment and Machinery
This is a common reason why companies go for organizational change. It is especially true for factories that rely on complex machinery. Technological improvements may require a downsizing in workforce, but it can be necessary to improve production and increase profit.
Once it is determined that change is necessary, it is important to apply proper change management techniques. Doing so will not only make managing organizational change easier, it can also help preserve the relationship between company and its employees.
Markets are continually changing. Demands may rise and fall and from time to time, upgrades and required. It could spell disaster if a company fails to recognize and pay attention to the above signs.
February 20th, 2011
Numerous organizations who have attempted to manage change have failed in the process. There are different factors that account for these failures, including the gap between the vision and the program implementation, the lack of a change management model and necessary supporting tools and skills and failure to consider the impacts of change on all parties involved. Some organizations already fail at the ground level while some fail when they have already gone full swing in the implementation. However, there are always precautionary measures you can take to avoid these pitfalls in managing change. Read More »
December 23rd, 2010
Change is necessary to keep organizations current, but change can be very stressful on employees. In order to make change easier for employees, here are some change management tips to help make the transition go smoother.
1. Discuss Intentions with Employees
This is a very important change management move and it is something that many companies fail to implement. Do not surprise employees with sudden operational or organizational change. Discuss any intentions or plans for change with the level heads and have them disseminate the information to the other employees. This technique can help give employees more time to get used to the idea of change. Read More »
December 12th, 2010
There are is no one size fits all formula in change management, as each change will be different. Consider the following changes:
– Getting clients and suppliers to use web based forms
– Releasing new products
– Introducing new processes
– Acquiring a company Read More »
December 11th, 2010
Change is inevitable – this is something learned in life and in business. But, important and unstoppable as it is, it can also be very stressful. Most organizations who have gone through change can attest to the troubles they experienced with it. This is where change management comes in and it is the reason why it is so important to business transitions.
Here are two big reasons why change management is necessary: Read More »
December 10th, 2010
Change management is a systematic approach to change and it works on both the organizational and individual level. It is used by companies to help them transition from a present state to something new. This business strategy also works to empower employees and to help them accept changes in workplace.
Companies will have to face change at some point or another. When the need for it does arise, it is important for companies to promote a smooth transition. Doing so will benefit the organization as a whole, its employees, and the people it services. Read More »