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.
1. Use a program management-based approach. You definitely need a language and contextual framework in introducing change to all employees from different ranks and positions. To familiarize with this approach, you can consult experts and centers of technical excellence in change management.
2. Treat change management as a project. It would require resources – time, money and effort. The objectives should be clear. The project needs a charter, a work breakdown structure and a project plan. You have to pay importance to the necessary design and planning. It is advisable to look at change management as an enterprise effort in order to optimize organizational change management capabilities and responses. This project also needs a project team with a project manager or project head.
3. Define a future state. Though your organization or enterprise is embracing change, it is important that everybody should still be aware of what your organization is trying to achieve and where you want to head to. You have to define how you want your future state to look like and how you will know if you have already achieved that future state. You have to put evaluation mechanisms in place.
4. Use a multi-faceted approach. Build the change management capabilities of all parties involved. Focus on the following main areas: leadership, project, skill, structure and process.