Managing change

How do you plan and manage change within an organisation?

The leadership need to transform the business to achieve the intended commercial, structural and organisational outcomes.

The process normally follows:-

  • Recognise the need for change
  • Mobilise support for the change
  • Plan the change
  • Lead and communicate the change
  • Manage transitions and embed the change
  • Create and foster learning
  • Evaluate effectiveness and feed back improvements

commentary
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“Managing change” in a business where change is endemic you would expect there to be a lot of experience, guidance and advice to draw from. True, there are lots of good books on the subject and many authors who wax lyrical on the challenges facing organisations today; but there are few really good “this is how to do it successfully” books. We have tried to fill this hole by breaking down the subject into 2 major parts, change for the organisation, transition for the people.

The change process is essentially a mechanical exercise, with sensitive communications to the staff involved it can be managed like most other projects.

Transitions is about individual people and their personal response to a change in their environment. Without recognising the need to manage transitions, many change projects will fail. In producing the Soundbite and the Learning Module we have drawn on the work of William Bridges. His book “Managing Transitions” is highly recommended and is the nearest thing we have found to a “how to” guide. It is also a good read.

What follows sets out the key components of the process.

Making change stick

Creating a change culture

Managing transitions

Why change fails

Corporate entrepreneurship