How Do You Overcome the Change Management Process?
Send to KindleChange management is one of the trickier aspects of the Human Resource Information System (HRIS).
Without proper planning and communication, managing change can quickly become a quagmire of objections and employee resistance.
Careful planning prior to implementing change management strategies helps ease staff into new ways of thinking.
Plan Ahead
Springing change management projects on employees without warning increases the likelihood of serious resistance, so any project should include plenty of lead-time.
Anticipate employee resistance and consider solutions before the project starts.
Whether they work for a UK private investigator firm or a multinational ceramics producer, employees consistently have the same questions about change.
Expect employees to ask why change makes sound business sense. Will the change make the company more competitive or more efficient?
Employees, for obvious reasons, also want to understand what implications change has for their own positions.
They worry change will negatively affect their work environment, team members or job security.
These are valid concerns and should be addresses as transparently as possible.
Timing is Everything
The start of a new project is the best time to initiate change management.
Employees are already confronting new challenges, and are therefore primed to accept change.
Initiating change management in the middle of a project raises unnecessary problems.
Employees prove more resistant to change, being more concerned with completing their existing responsibilities than changing course in mid-stride.
It’s sometimes necessary to impose change management in the middle of a project, but be aware that’s how many employees will interpret it: as an imposition.
Your HRIS staff will spend an unnecessary amount of time cajoling employees and dousing unexpected fires.
Time the start of change management with care.
Employee Investment
Employees are more likely to accept change management if you make them part of the process.
Keep employees in the loop at all times, so they remain well informed.
Ask for their input, questions and concerns about change (this works best if you’ve taken the time to anticipate concerns and develop explanations and persuasive arguments).
Involved employees are more invested in successfully accomplishing change and more likely to take active roles in the process.
If nothing else, you minimize a degree of resistance.
Stand on the Shoulders of Giants
Established, proven strategies exist for successful change management.
While each company requires a slightly different approach, you don’t have to build your change management strategy from scratch.
Research your options and cherry-pick management techniques from other people’s triumphs.
Conclusion
Most successful change management plans follow a 3-part structure…
- preparing for change
- managing change and
- enforcing change
Each step is important, and needs completing before the next stage can begin.
Ultimately, all corporate evolution comes down to individuals and their responsiveness to change.
As an HRIS professional you don’t change the company, you change attitudes and expectations within the company.
What Are Your Thoughts??
✔ “Attitude and timing is everything”… As is a leaders attitude and gratitude towards those he or she is supposed to lead. How were you able to sell everyone on your last successful change management project?
✔ The human factor in any project is always the weakest link — what did you do in your last or current project to be sure Change Management provided the expected results?
✔ Persistence, vision, asking the right questions, discernment, timing, placement, resources are all very important matters with Change Management — what other traits would make a great Change Management leader?
Please share your thoughts with our audience in our comments section below!
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Book Description
Publication Date: 12 Oct 2010 | ISBN-10: 0470648082 | ISBN-13: 978-0470648087 | Edition: 2
“With this extensively upgraded second edition, Dean Anderson and Linda Ackerman Anderson solidify their status as the leading authorities on change leadership and organizational transformation. This is without question the most comprehensive approach for leaders who are serious about making change a strategic discipline.”
— Jim Kouzes, Author, The Leadership Challenge and The Truth About Leadership
The author’s best-selling first edition has been significantly updated to deliver critical insights about how leaders can achieve breakthrough results from transformational change, even in these challenging times.
The book introduces conscious change leadership and provides insights about the critical human and change process dynamics that leaders must be aware of in order to succeed, and reveals why most leaders do not see these dynamics.
Most importantly, it highlights the shift in worldview leaders must make to deliver greater success.
It thoroughly addresses leadership mindset and behavioral modeling, culture change, and large systems implementations, providing best practices developed over three decades of successful consulting to Fortune 500 executives.
Written for executives and managers, OD consultants, change managers, project managers, and change consultants, this must read book provides the foundation for successful change leadership and consulting.
Based on 30 years of action research with Fortune 500 companies, government agencies, the military, and large non-profit global organizations
- Provides worksheets, tools, case examples, and assessments that you can immediately apply to all types of change efforts
- Contrasts two vastly different leadership approaches to change, and reveals why only one works
- Provides solutions for turning employee resistance into commitment
- Outlines the common mistakes in change and how you can avoid them
- Reveals the differences between transformation and other types of change so you can build strategies that really get results
It is a must read for anyone wanting to stay abreast of advancements in the field.
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Any price and availablility information displayed on Amazon.com at the time of purchase
will apply to the purchase of any products.
Book Description
Publication Date: October 12, 2010 | ISBN-10: 0470648066 | ISBN-13: 978-0470648063 | Edition: 2
“This is the most complete change methodology we have found anywhere.”
– Pete Fox, General Manager, Corporate Accounts, Microsoft US
For both leaders and consultants, knowing how to navigate the complexities of organization transformation is fast becoming the key to a successful career.
This 2nd edition of the author?s landmark book is the king of all “how-to” books on change.
It provides a strategic overview of the author’s proven change process methodology, as well as pragmatic guidance and tools for each key step in a complex transformational change process.
The Change Leader’s Roadmap is the most comprehensive guide available for building transformational change strategy and designing and implementing successful transformation.
- Outlines every key step in a transformational change process
- Provides worksheets, tools, case examples, and assessments that you can immediately apply to all types of change efforts
- Includes updated information on a wealth of topics including the critical path tasks and how to use the CLR to change minds and cultures
- The new edition also includes new activities, methods for building change capability, guiding principles for change, and advice for leading the human dynamics in change and creating an organizational vision
This book is specifically written for leaders, project managers, OD practitioners, change practitioners, and consultants seeking greater change results.
SPECIAL OFFER
Alternate formats are available on the Amazon site (choose before final purchase).
Canada, China, Germany, Spain, France, Italy, Japan, United Kingdom, USA.
We are waiting on Amazon.com for localization to Brazil.
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Product prices and availability are subject to change.
Any price and availablility information displayed on Amazon.com at the time of purchase
will apply to the purchase of any products.
Michael Deaven is an aspiring writer with a passion for blogging who currently works for a restaurant online ordering service.
When he is not working, he enjoys being outdoors, traveling, and blogging on everything from technology, to business, to marketing, and beyond.
You can always reach Michael by leaving a comment below, via email, or through the social media…
More articles by Michael Deaven...
- Can You Name the 7 Steps to Effective Project Management? - 23-January-2013
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