Change management is one of the pillars that hold an organization together; especially one that highly esteems improvement and progress. Despite the fact that change management is very important, it is often looked over during reorganization or system implementation. It is either breezed over or not considered at all. This series will equip you with the necessary information on how to go about the organizational change that you desire.
What exactly is change management? As the name suggests, change management is management of change. In this case, organizational change. Change management involves profound planning and sensible implementation and most importantly, consultation with and participation of the people affected by the changes. Change is one of the most difficult things for man, as people do not like change, because it takes time for people to adapt to new methods. Imagine one of these days, the government decides to ban killing of animals for food and also its importation. What will be your response as a loyal “meat-eater”? Not palatable, I guess. So it is the case as pronouncing change on people in an organization. It will appear like a consensus was reached on the surface but upon careful observation, the implementation is doomed to fail.
Change is inevitable in the process of making progress in an organization. Note that forcing change on people is usually not so productive. Having settled that, how does one implement this productive change? That is what we will be dealing with in this series. Before the change begins, it is important to answer some fundamental questions like: what is the goal of the change, why is it needed, and how will it be evident that the change has been achieved? Who is at the receiving end and what will be their response? How feasible is its achievement, and which aspects of the change will require assistance?
With all the above questions answered, the process of change can then commence. Please note that on no occasion should you try to “sell” change to people as a way of getting an approval from them. This will lead to a vicious cycle; you will be back to where you started from if not worse. Usually, “selling” change to people translates in their minds as “I am being used and I hate this. The directors and founders are self-centered. I will not cooperate”. I believe you have your answer as regards how things will turn out.
Instead change should be understood and implemented in a way that people will get along easily. The process of change is not easy hence, the need for a manager to be more appealing to get it all together. The next article will shed more light on how to get it all together. To assist your understanding of this subject matter, it is important you diligently go through all the points that you will encounter in this series.
Remember that change is not wanted naturally and you must as a matter of necessity, carry your people along.