10 Tips for Managing Change Effectively
10 Tips for Managing Change Effectively
2. Get the right people in place to lead the change. What skills do you need? What attitudes are you looking for? And who has them? Use a tool like Belbin team roles to help you identify who has the attributes you are looking for.
3. Devise the vision and strategy – what needs to be done and when. If you are sponsoring or leading change it’s hard to remember that everyone does not have all the knowledge that you do. So using a simple method of identifying what needs to happen when and updating it regularly allows others to understand the impact on them.
4. Explain the reasons for the change to your people. Give people the opportunity to ask questions and to challenge what is happening – throughout the process. This helps their understanding of why things need to change. The more open the process the more trust will be built as the project proceeds.
5. Get everyone involved in how the change is implemented. They will help you identify the real impact where it matters most – at the front line. Find out who’s implemented that type of change before and give your people the opportunity to visit or see for themselves what pitfalls have been encountered and how things have changed for the better.
6. Get rid of obstacles that stand in the way of achieving your vision. For example, get rid of old systems and procedures that no longer serve a purpose. Remember that people will hang on to the familiar and do what they’ve always done if they have the opportunity to! This will disempower the saboteurs - people who stand in the way of progress.
7. Identify some short term wins – nothing motivates like success! Changes, like providing new PCs before the implementation of a new IT system, can help people see some benefits from the change, and at an early stage.
8. Encourage risk taking, new ideas, activities and actions. Involving people along the way helps them to understand what’s in it for them. Remember that there are lots of examples from history of many failures before a great success, so encouragement from you could lead to more benefits than you ever expected.
9. Recognise and reward people who made the wins possible. Differentiate between those who are championing the change and those who aren’t. You want to encourage the heroes rather than the saboteurs. And those who are not either (the sheep!) will follow those with the loudest voices.
10. Keep asking questions to check out the progress you are making. Talk to people involved in the project often – and not just those who are accountable for the delivery of the project. By talking to anyone affected by the project you will be demonstrating that you are interested in people’s views and discover what is really happening.
Follow these tips and watch your change project succeed.
10 Tips for Managing Change Effectively - To learn more about this author, visit Hilary Jeanes's Website.
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1. Understand why you want or need to change. If you don’t, no-one else will… Effective communication is one of the key factors in the successful implementation of change.
2. Get the right people in place to lead the change. What skills do you need? What attitudes are you looking for? And who has them? Use a tool like Belbin team roles to help you identify who has the attributes you are looking for.
3. Devise the vision and strategy – what needs to be done and when. If you are sponsoring or leading change it’s hard to remember that everyone does not have all the knowledge that you do. So using a simple method of identifying what needs to happen when and updating it regularly allows others to understand the impact on them.
4. Explain the reasons for the change to your people. Give people the opportunity to ask questions and to challenge what is happening – throughout the process. This helps their understanding of why things need to change. The more open the process the more trust will be built as the project proceeds.
5. Get everyone involved in how the change is implemented. They will help you identify the real impact where it matters most – at the front line. Find out who’s implemented that type of change before and give your people the opportunity to visit or see for themselves what pitfalls have been encountered and how things have changed for the better.
6. Get rid of obstacles that stand in the way of achieving your vision. For example, get rid of old systems and procedures that no longer serve a purpose. Remember that people will hang on to the familiar and do what they’ve always done if they have the opportunity to! This will disempower the saboteurs - people who stand in the way of progress.
7. Identify some short term wins – nothing motivates like success! Changes, like providing new PCs before the implementation of a new IT system, can help people see some benefits from the change, and at an early stage.
8. Encourage risk taking, new ideas, activities and actions. Involving people along the way helps them to understand what’s in it for them. Remember that there are lots of examples from history of many failures before a great success, so encouragement from you could lead to more benefits than you ever expected.
9. Recognise and reward people who made the wins possible. Differentiate between those who are championing the change and those who aren’t. You want to encourage the heroes rather than the saboteurs. And those who are not either (the sheep!) will follow those with the loudest voices.
10. Keep asking questions to check out the progress you are making. Talk to people involved in the project often – and not just those who are accountable for the delivery of the project. By talking to anyone affected by the project you will be demonstrating that you are interested in people’s views and discover what is really happening.
Follow these tips and watch your change project succeed.
10 Tips for Managing Change Effectively - To learn more about this author, visit Hilary Jeanes's Website.
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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