How to Define Managing Change
Most people dread change, especially at work. There, change means breaking with daily rituals and routine tasks in order to try things in a new way. This forces employees out of their safety zone, which is why many people are change-averse. Despite this resistance, change is necessary if a company wants to remain competitive. A good manager knows this and lets his style of leadership and his communication skills define how he goes about managing change. He then explains what's required of his employees. If he fails, performance is poor. If he succeeds, performance treads along smoothly as the needed transitions start taking place. It all depends on how he defines managing change.
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Things You'll Need
- Leadership and communication skills (innate or learned)
- Change management training
Instructions
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How a Manager Defines Managing Change
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Identify the goal you aim to accomplish. Ask yourself: Is it short-term or long-term? What are the potential benefits? What are the pitfalls? Will it make the organization more competitive?
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Identify the kind of change needed to make the goal happen. Outline the steps you need to get there.
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Identify the type of change you will need from each employee. Will they need to change the tasks and duties they perform? Will they need additional training? How long will it take for each employee to reach peak performance once again?
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Assess the kind of resistance to change you may receive from employees. Determine how you plan on working with each one in a supportive manner to help them learn and boost performance. Determine what they will need from you in order to accept the change you are proposing. Talk to them and be yourself. Be ready to set an example by embracing and adopting the change that is also required of you.
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References
- Photo Credit management war image by Andrey Kiselev from Fotolia.com
