5 Critical Elements of Change Management Businesses Often Forget

By Rick Lepsinger

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Change is inevitable for any organization. In today’s economy, the competitive environment is heating up and innovations are being introduced to different industries at an unprecedented rate. Basically, businesses are being faced with the choice to adapt or die.

However, many organizations struggle to manage change effectively. In fact, a survey conducted by OnPoint of 655 leaders from various organizations revealed that less than half (46%) thought that their organization was “successful at change management.”

In many change management initiatives, organizations all too frequently forget about a few critical elements of change management that, when ignored, can lead to increased costs, delays, or outright failure to implement the desired change. On average, results tend to drop off after just a month or two as change managers return to their normal duties and employees lose focus and enthusiasm. This is a phenomenon that OnPoint calls the “commitment dip.”

Five of the critical elements of change management that businesses may miss include:

1: Going Beyond Making the Business Case

Making a business case for change is a good starting point for any change initiative. It can help get buy-in from senior management and employees so there’s a stronger push for implementing the change at the start. It can also help people gain a clear understanding of what they need to achieve, why the change is necessary, and how to measure success before, during, and after the change.

However, while making a business case for change is important, many organizations forget that it’s equally necessary to maintain momentum for the change within the organization and preventing the commitment dip. This includes:

  • Being Forthright About the Change and its Impact. The majority of leaders surveyed by OnPoint have stated that open and honest communication from leaders makes change easier to implement and sustain.
  • Modeling Behaviors that Support the Change. Leadership in an organization needs to model the behaviors that support the change. If employees detect a double-standard regarding change implementation—that leaders are following a different set of rules—then the initiative will lose credibility and support.

Putting the change in front of employees at all times and maintaining enthusiasm is a crucial part of maintaining momentum for the change and ensuring that the initiative succeeds in the long term.

2: Prioritizing and Coordinating Change Across the Organization

Sometimes, organizations may roll out several changes in a short timeframe, having multiple departments or teams implementing different changes simultaneously.

When different groups roll out different changes, there are numerous opportunities for miscommunications and mistakes to occur. For example, different departments or business units could roll out their own change initiatives and each senior leader may think their change is the only one to contend with. However, as multiple changes roll out across the organization it can cause confusion about priorities and put a strain on resources when people have to support the implementation of all of the changes being rolled out simultaneously.

Creating priority lists for change initiatives and coordinating change efforts between groups is critical for making sure that everyone knows what is expected of them, which Go to the full article.

Source:: Business 2 Community

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