Management of Change

The only constant thing in this world is change! This statement has been often quoted but seldom accepted as true. In a rapidly changing business environment swept by forces of technological revolution, global markets and such, successful companies would be the ones who combat the challenge of change effectively. In the light of the above let us consider a four step approach to managing change effectively.

(1)    Communicate to all concerned about the change: A good starting point is to communicate to all concerned the need for change and consequent changes being introduced. This not only promotes a feeling of openness and trust but also dispels any myths in the minds of people about the change. Further it is the least that we could do considering that the impending change would affect various people. This could be done via briefings, presentations, circulars and such.

(2)    Convince and clarify doubts: The best way of implementing change is to take into confidence completely one and all concerned. This not only enthuses them but also ensures whole hearted co-operation. Further anticipated bottlenecks, constraints are discussed and this helps in bringing about the change more effectively. As is often noticed, we are more agreeable to do any task / activity which we are fully convinced about. This could be done via open house sessions, feedback meetings, questionnaires and so on.

(3)    Solicit commitment of one and all: Having communicated, convinced / clarified, the next logical step is to derive the commitment of people. This is essential since the route from concept / theory to actual implementation may be strenuous and difficult. It may also call for up gradation of skills, training or job redesign. Soliciting 100 percent commitment therefore becomes mandatory for successful implementation of desired change. This could be done by sharing success stories of similar organizations including the benefits thereof and so on.

(4)    Implement gradually and steadily: It is improper to bring about drastic / radical changes in the company. Further it is impractical to expect that everybody would be uniformly convinced about the need / benefits of change. Therefore the best option is to introduce changes in a phased manner. In this introductory phases we use the services of those who are 100 per cent committed only. Needless to say, as the advantages of the changes become more visible, even the worst critics become less hostile and more receptive. Thus it becomes easier to bring about the changes in all the required areas.

To conclude, remember everybody loves change but do not like to change hence conscious and planned change provides the best results!!  

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