Effective Change Management Techniques
Change management involves integrating and transforming behaviors, attitudes and actions to support organizational sustainability. The most effective change management techniques involve proactive communication with all stakeholders. Organizational changes may affect stakeholders such as investors, employees, government organizations and consumers. Therefore, communication breakdown with these groups can restrict performance, sales and profit. Primary objectives for effective change management may vary per organization and circumstance, but always involve interaction and leadership to success.
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Tools vs. Techniques
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A range of communication channels can serve as tools for change management. These include email, video, face-to-face, reports, publications and meetings. However, these tools and tactics are not to be confused as a technique. Change techniques include employing a system, method or process used to influence behaviors and decisions. The tools are part of the system or method, and can vary according to the environment and atmosphere of the business.
Change Management Planning
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Regardless of the tools or techniques used, proper planning helps organizations effectively employ change. Keep in mind that changes can be initiated or assigned to anyone in an organization; change management is not exclusively employed by senior level management. Change management planning includes 1) planning by creating awareness for needing change, 2) executing the change and 3) integrating the change as a standard business function.
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Education and Consultation Technique
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Employees should be encouraged to educate management about their perspectives of change. Effective change management techniques include thorough education and consultation at all levels of the change process; planning, execution and integration. In the event of a business merger or acquisition, for example, employees want to be informed about the stability of their job, different responsibilities or new processes they need to adapt. Also, education and consultation should be encouraged at all levels and directions. Employees should be encouraged to educate management about their concerns, abilities and challenges regarding the change before, during and after execution. Email, face-to-face communication and focus groups can be effective tools for educating and counseling stakeholders about change.
Authoritative Modeling Techniques
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Formal and informal authorities exist at all levels in the organization. Techniques for effective change management may leverage employees who influence their peers, mid-level managers or chief officers to act as the model for the change. The models chosen have authority through their position and relationships. Influencing change through authority involves the building of trust, monitoring behaviors and attitudes and constant interaction through a visible presence. Using this technique, stakeholders at all levels are less likely to resist changes because of the precedence and example of trusted authorities. This also lends credibility to the need for change because of the transparency for effectiveness that modeling provides.
Cultural Integration Techniques
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Corporations can integrate change into its established culture using its mission, vision and value statements as the purpose for innovative change. Integrating change as a new part of culture can be effective as a change management technique. Rather than being viewed as a nuisance, new processes can be adopted as supporting the corporate identity. Once communication channels and tools have been established for creating awareness of the change, the change can be related to a growing pride in the business community. Cultural integration as an effective change management technique will involve accepting contributions from the engaged community. This also involves getting feedback about how the change will strengthen the mission, vision and values of the company.
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