The Dynamics of Change

The Dynamics of Change



If you look at most successful businesses, you can attribute much of their success to their ability to embrace change. When they see a better or more efficient way of doing business, they do it. When the market changes, they adapt. When opportunities arise, they go after them.

planning Most successful businesses approach change using a system called change management. This means they follow a specific process for planning, implementing and adjusting to change. Basically, they control the change - change does not control them.

No matter how big or small your business, a change management system is crucial when implementing and managing change. Below are six essential steps of a successful and effective change management system.

Preparation . Identify the urgency for the change and communicate the need to those who will be affected by the change. Evaluate both positive and negative aspects of the change, and ascertain the true impact of the change.
Vision and Commentary. Since you likely will need support to implement the change, gather input from the people most affected. Use written and spoken communication to convey your vision to the stakeholders. They not only need to understand the change, they need to embrace it.
Strategy . Once you and your staff understand the change, develop a strategy for implementing it. Establish both short- and long-term goals throughout your plan to measure your progress and the effectiveness of your change management.
Tactics . Once you develop a strategy, establish tactics to achieve it. How will you implement the change? What procedure will your staff follow? Also, allow for a tactical withdraw and reorganization if your plan hits a roadblock.
Implementation. Now it's time to employ your tactics. Implement the change while following your strategy and using your tactics. Monitor the change and continue to manage it as it progresses through the change process. Your staff's input will be an important measure of the change's progress and effectiveness.
Adjustment. With every change comes the need for a period of adjustment. Both your employees, and possibly your clients, will need some time to adjust to and acclimate themselves to the change. Make sure your plan allows for these adjustments, whether it means phasing in employees and clients, or allocating money for extra training if needed.

A trusted business advisor who is experienced at managing organizational change can be critical to the success of your change. For more information about change management, contact Tom Long at Solid Oak Consulting.



Think: What Can Go Wrong?



If you want your change to go right, you have to think about how your change can go wrong. Thinking this way will allow you to handle those blips that often come with change, and even preventing those blips from happening in the the first place.



Change can affect many parts of your organization, even the ones not directly associated with the change. For instance, you may think changing computer systems only will affect your staff, but it also might affect your clients who may experience service delays as your staff adjusts to the new system. Examine change from a business-wide vantage point, and make sure all your employees are aware of and understand the change. You may even want to make clients aware so they can offer their insight and outside perspective. Being aware of and planning for the potential negative effects will streamline and strengthen the change itself.



As you progress through the change management process, always consider what can go wrong. Put yourself on the other side of the change and play devil's advocate. Thinking about the negatives will enhance the positives and keep the process moving forward.