Four Golden Rules of Successful Change Management
BlogBusiness Evolution Posted: Monday 13th October 2014 by
Managing business change in any environment is never easy, especially when coupled with external factors, such as economic slowdown, cultural pressures and rapidly evolving technologies.
Although change is critical to success, it often invites complex issues that need to be managed effectively in order for it to be of genuine organisational value. When it comes to a successful change management strategy, here’s how to ensure your business is heading in the right direction:
Align Change with Overall Business Models
Fundamental business change is often brought about to meet the demands of a shift in market activity, customer demand or economic challenges, and is required to transform the businesses potential to reach high levels of performance.
In order to achieve this, it’s important to understand how the necessary change will affect the internal organisation and how it aligns to the business model. By defining the depth of the required change and by scoping an impact strategy, change leaders can identify if an overhaul of current practices are required across the entire enterprise, or if more precise action would be the way forward to make the business more agile.
Onboard Executive Teams
It may also be necessary to evaluate your organisational structure to confirm it aligns with, and supports, the proposed change programme. This could mean re-evaluating the executive team from the top down, to ensure it meets the businesses changing priorities, especially if entering challenging and unchartered terrain.
Often, ensuring the executive team is prepared to help in not only managing change, but cascading it throughout the business, can be a challenge in its own right. Encouraging leaders to think proactively and creatively is the key to managing a successful change programme.
Communication for Successful Change Management
Communication is undoubtedly the glue that will hold a successful change programme together, and will help to translate change strategy into tangible terms that are easily understood across the wider business landscape.
Although the scoping and definition stages of a successful change programme often originate at senior level, implementing effective infrastructure and remapping internal processes is often conducted at employee and junior-to-mid management level. Therefore, it is critical to create a communication strategy to align the core message across the entire process.
Motivate to Success
Together with bringing the executive team on side and executing a communication strategy, change leaders also need to motivate their teams and train their best and brightest to become genuine experts in managing the transformation of core business processes.
As well as building change projects into an employee’s daily routine, business as usual operations will need to be maintained, in addition to extra responsibility. Leaders must therefore possess the skills to influence others to take on critical responsibility, and to ensure that appropriate resources are earmarked for training (Prince2 and Six Sigma, for example), retention and personal development.
Human Results provide deep level expertise in the management of business evolution, executive coaching, and full service HR provisions. For more information, visit www.humaresults.co.uk or call our team on 01952 288361.