How to Implement Business Change
Changes in business are an inevitable part of management and leadership. Implementing change may seem like an insurmountable task, but effective change is achievable when focusing on communication, trust, integrity and leadership, and on those who the change affects (See Reference 1). Successful changes in business result from a carefully planned and monitored change initiative. Top leadership must demonstrate the importance and need for the change, while evaluating milestones. Leadership must also create teams with the ability to complete projects on time, as well as be willing to create an atmosphere of support and celebration (See References 1 and 2). Implementing change can be successful when attentively managed from start to finish.
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Instructions
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Demonstrate leadership's support of the change initiative and the positive outcomes for the organization. Many individuals throughout the organization must be responsible for stepping into an active role in supporting the change initiative. Encourage department heads and team leaders to support and promote the change by distributing leadership and decision-making roles, thereby enhancing involvement and participation (See Reference 1).
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Communicate information about the changes to each employee and stakeholder in the organization to promote understanding of the problem at hand and how the changes provide the solution. Use multiple communication methods, such as email, group meetings, one-on-one discussions and printed presentations (See References 1 and 2).
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Assess concerns about the proposed change on all levels within the organization and take the time to understand each concern and the effect on individuals within the company. Schedule open meetings for employees to attend and share their concerns. According to John Kline from Entrepreneur, "Bad news is usually better than no news; but even better is management's assurance that although things will change, workers will receive every consideration, including the necessary training and time to learn to do things the new way" (See Reference 1).
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Create an environment of support and celebration to demonstrate the organization's commitment to the change initiative and to highlight the positive change realized at each milestone. Extending and expanding an "open-door" policy for discussions about the changes and celebrating specific accomplishments and milestones encourages employees to continue their efforts and support of the initiative (See Reference 1).
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Evaluate the likelihood of success for the change initiative and make adjustments as needed throughout the course of implementation. Use an objective framework for evaluating change management--such as the DICE Framework developed by Harold L. Sirkin, Perry Keenan and Alan Jackson--to identify the potential for a successful initiative. The results of the evaluation can indicate areas of the initiative requiring attention and focus to ensure success (See Reference 2).
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Tips & Warnings
The DICE Framework evaluates the change initiative on four levels: duration, integrity, commitment and effort. The resulting score indicates the likelihood for success assuming that leadership makes no changes to the current implementation plan (See Reference 2).
Focus communication and involvement on middle managers, as they can easily block or promote the change initiative based on their perceptions of the results of the change. To help ensure success, allow these managers to provide input on the initiatives, gain their "buy-in," and allow for open and honest conversations about limitations or concerns (See Reference 2).
