Key Factors in Effective Change Management
Successful organizations evolve at lightning speed for remaining competitive and gaining a winning edge across the industry. This can be fulfilled by building the adaptive mechanisms and proactively dealing with the environmental pressures and responding to the changing needs of the present times.
By adopting a holistic approach, visionary leadership as well as support from the people and identifying the triggers of change and innovatively responding to the triggers, organizations can effectively address the challenges involved in the entire process of change management.
Effective change management involves a systematic approach which facilitates an understanding of the bigger picture instead of just the functional parts. Change Management is future driven and must include the strategic and tactical elements for realizing the futuristic goals of any change program.
Key factors which are involved in the effective change management process have been described below:
- All Pervasive Nature of Change: For a greater impact, change process must be looked at from a holistic perspective instead of parts. Any change process will fail to meet the collective goals of an organization or achieve the desired results unless it is implemented in an integrated manner.
- Effective Management of Change Should Have the Support of Senior Management: This is one of the most important requirements for achieving the successful outcomes from a change management process, without which the entire efforts will fail. This is because top management or the leadership provide vision and direction for implementing change in a planned manner.
Moreover, senior management plays a crucial role in setting up the desired systems and processes in place, establishing the required operational framework and help in establishing the functional departments for implementing change successfully at various levels. Thirdly, senior management enjoys the official power and the authority to implement change.
- Multidisciplinary Nature of Change: Change is multidisciplinary in nature, as a result of which project teams are set up for ensuring the success of a change management project and realizing the core objectives.
Any change program cannot be implemented with the efforts of any one individual singlehandedly. Rather it involves a well coordinated and a collaborative approach from various stakeholders. This involves selection of problem owners because of their association with the change and also recruitment of change agents who take the responsibility of facilitating change through the entire process.
- People: The most important factor in the Change Management Process: The most crucial organizational resource is People and one of the precious assets which determine the success and growth of an organization. Hence, it can be aptly described that change management is entirely about people management and hence involving the people at each and every stage in the process of change management is very vital. By involving people, their level of commitment will rise, and they will act as drivers of change instead of reacting to it.
- Change is About Continuous Improvement for Achieving Success: A change project should be taken as a mission, and all the efforts must be directed for the fulfillment of that mission in order to achieve success.
In the era of cut throat competition, organizations which are receptive towards change and have a flexible system as well as an open culture, emerge as winners in the competition by raising their efficiency bars and improving overall effectiveness.
For achieving success in any change endeavor, set goals which can be achieved and can be delivered by analyzing the competitive pressures and the threat from the external environment.
- Change Management is Perpetual: Change Management process is an ongoing process and demands attention from various fronts which include: assessment of the triggers which propel change, vision and planning which means developing a futuristic roadmap and involving people in the entire process for making change realizable. In this way, the entire process of change never comes to an end rather it witnesses a cyclical process and hence is considered to be a perpetual process.
- Effective Change Management Process Require the Involvement of Skilled Change Agents: The Change Agents greatly have the responsibility of ensuring the success of change initiative by demonstrating the required competencies at work.
Over and above the knowledge level and functional skills, the change agents should be capable of connecting easily with the people and should be able to communicate and convince people about the change.
The change agents should be skilled at dealing with the emotional upsurges of the people which may arise as a result of the change, should be comfortable in handling conflicts and dealing with ambiguities.
- There is No Best Methodology for Change Management: For effective change management, a singular approach can never effectuate the desired results as what holds good for an organization might not be good for the other organization as the circumstances govern it. The best solution for this is to use an organizational development methodology, or a set of interventions can be adopted for driving effective results from change management.
- Successful Change Management is all about Ownership: Change Management must involve collective ownership from all the key stakeholders including management for their strategies and decisions, change agents for facilitating change and seeking the support of people, problem owners who are directly involved in the change and also the people. If people are involved in the process, they will be more committed and contribute actively towards the realization of the end goals of change.
- Change Offers Opportunities and Challenges, is all about Fun and Passion: Challenges drive the best of the outcome from the people and improves the crisis handling capabilities of people to emerge as the winners eventually.
Authorship/Referencing - About the Author(s)
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- Change Management - Introduction
- The Need for Change Management
- Kinds of Change & Barriers to Change
- Pre-Requisites for Successful Change Management
- Overcoming Barriers to Change
- Senior Managers as Barriers to Change
- Reasons for Resistance to Change
- Individual and Organizational Sources of Resistance to Change
- Techniques for Overcoming Resistance to Change and Selection of Appropriate Technique
- Financial Crisis & Organizational Change
- Complexities in Driving Change
- Organizational Change and Managing Resistance to Change
- Catalysts in Organizational Change
- Creating Sustainable Change
- Top-Down versus Bottom-Up Change
- Fundamental Issues with the Top Down Approach in Change Management
- Role of HR in Change Management
- Innovation and Change Management
- Change Management Programs
- Some Ways to Actualize Change
- Importance of Middle Level Management
- Bureaucracy and Change
- Family Businesses vs Companies
- Change is the only Constant
- Different Types of Change
- What is Strategic Change ?
- Why First 100 Days Targets are a Myth ?
- The Changing Role of Management
- Exponential Change and What it means for Businesses and Workers
- Transactional vs Transformational Leadership in Change Management
- Organizational Learning and Change Management
- Organizational Vision, Mission, Strategy and Change Management
- Models/Approaches to Implement Change Management Programme
- Kurt Lewin’s Change Management Model: The Planned Approach to Organizational Change
- Kotter’s 8 step Model of Change
- Contingency Model of Change Management
- Mintzberg and Quinn’s Model of Change
- Scott and Jaffe Change Model
- Anderson & Anderson’s Change Model
- McKinsey 7S Change Model
- Transformational Change & Change Management
- Models of Transformational Change
- Organizational Change and Transition Management
- Determining Forces of Organizational Change
- Forces of Organizational Change: Planned vs. Unplanned Change and Internal & External Change
- Systems Model of Change Management and Continuous Change Process Model
- Importance of Communication in Change Management
- Action Research for Successful Organizational Change
- Psychological Contract and Change Management
- Emotional Competence Framework and Change Management
- Characteristics and Capabilities of Successful Change Agents
- Key Factors in Effective Change Management
- Battle Between Change Agents and Status Quo Interests in Every Organization
- Managing the Transition from Hierarchical to Network Organizational Structures
- Why it is Becoming Difficult to Change the Status Quo in Economies and Organizations?
- Disruptive Initiatives Must be Well Thought and Carefully Executed to Avoid Chaos
- Future Shock, Present Shock, and the Fourth Industrial Revolution
- The Changing Nature of Power in the Age of Networks
- How Organizations Must Learn to Deal with Radical, Disruptive, and Disorienting Change
- Driving Organizational Change by Embracing Agile and Facing the VUCA World
- How Relevant is the Corporate Planning Function in the Digital Age of Agile Organizations
- Paradigm Shift is Needed for Organizations to Succeed in the Digital Age
- The Organizational Challenges as the American Economy Transitions to the Digital Age