CHANGE MANAGEMENT

In this  entire  world , nothing is permanent  e.g.  time , age , nature , human behaviour , circumstances , thoughts , way of working , working techniques , law and order and so on . According to the Great Greek philosopher – Heraclitus of Ephesus  “ The only thing that is Constant is Change “    Change is  mandatory for development , growth , invention , creation , production etc. It is useful to remember that life does not get better by  chance , it gets better by change . Change is the law of life and those look only to the past or present are certain to miss the future . The inherent nature of life is constant change . to fear change is to fear life itself.

While  Change is discussed  in the context of business, productivity  and creation  Change is necessary for growth and  modernisation of business. Without change any business would reach on its saturation point very soon , after that further growth and development is not possible , and the business would decline for sure  . To strengthen all possible growth Change is important  and beneficial . that’s why  Change Management is required .

Change management is the process of planning , implementing and solidifying change in an organisation. It refers to how organisation handle modification such as implementation of new technology , adjustments to existing process and shift in organisation hierarchy . It is the systematic approach which deals with the transition or transformation of organisational objectives , process , core values , technologies in business development process and all the other factors related to the business are not  that stable because of the shifting requirement of the market . that’s why managers or team leaders have to organise the process of change management in their development strategies to ensure that it can handle any changes that come in the way of their development process being a success .

IMPORTANCE OF CHANGE MANAGEMENT

You must have heard that Time and Tide never wait for anyone . Everybody need to go along with the time . So change is very much important in every aspect . everybody has to adopt the need of change .  There are many  benefits of change management . Some of these are improved  communication , increased productivity , reduced stress and improved decision making . Change management can also help to improve employees morale and create a more positive work environment everywhere .

Change management is important because failing to adapt changes will not only cause downfall but also if organisation and business don’t change positively than how the business world will  progress . there are so many example of very famous companies worldwide which could not sustain due to non adaption  of changes .

Business development process and all the other factors related to the business are not that stable because of the shifting requirement of the market , that’s why managers have to organise the process of change management in their development strategies to ensure that it could handle any changes that come in the way of their development process being a success .

TYPES OF CHANGE MANAGEMENT

Within directed changes there are three different types of Change Management --         

Transitional Change –These changes are performed by Senior Manager to steer the company from one direction to another direction to make sure the problems that the organisation is facing are resorted.

Development Changes --  Development Changes are made in the organisation policy to make sure that the already established process worked at optimised capacity and efficiency .

Transformational Changes – transformational changes are those which creates the fundamental concept on which the organisation is based and also the operation and he core values of the organisation . According to the most popular Lewin’s model of  change which has three stages –

Unfreeze – The first stage of change involves preparing the organisation to accept that the change is necessary which involves breaking down the existing status quo and creating dissatisfaction with the current  performance . To adopt this process building trust and confidence , enhancing motivation , improve motivation , participative decision making are very necessary .

The higher management need to issue a complaining notice showing why the existing way of doing things  can  not  continue . this is easiest to frame when management  can point to the declining sales figure , poor financial result, worrying customer satisfaction surveys .

Managers need to change beliefs , values , attitudes , behaviours , that currently define it using the knowledge of building , it must be examined and be prepared to change the existing foundation as those might not support add on stories unless this is done the whole building may risk collapse .

When you start questing the way things are done you put everything and everyone of balance you may evokes strong reaction on people and  that’s exactly what need to be done . now you effectively create a controlled crises which in turn can build a strong motivation to see a new equilibrium . you get the cooperation and participation necessary to effect any meaningful change .

Introducing the change – After uncertainty  created in the unfreeze stage . The change stage is where the people began to resolve to their uncertainty and look for new ways to do the things. People start to believe and act in ways to support the new direction in order to accept the change and contribute to making it successful .

People need to understand how it will  benefit  them , there will be resistance to the change which need to deal with . Time and Communication are the two keys to the change which are going to make it  Successful . People need time to understand the change and they also need to feel highly connected to the organisation throughout the transition period . When you are managing change this can require a great deal of time and efforts and hands on management usually the best approach .

Refreeze – When the changes are taking shape and people have embraced the new ways of working . The organisation  is ready to Refreeze , the outward science of refreeze are stable organisation chart and consistent job description and so on .The refreeze stage also needs  to help the people and the organisation internalise or institutionalise  the changes.

This means making sure that the changes are used all the time and they are incorporated into everyday business where new sense of stability and employees feel confident and comfortable with the new ways of working and don’t go back to the old habits . As part of refreezing process make sure you celebrate the success of change this will help  to find the  people gets closer and thank them for enduring the painful time and help them believe that future changes will be successful .

Well  to Conclude --  Don’t be afraid of adapting to changes, after all it is not the strongest and the most intelligent tools to survive but for  those who can best manage the change. You should keep in mind that gone are the long time plans . Now a days speed of business requires an agile organisation who can change even as frequently as in few months . Having a comprehensive and through management of change process is the only way organisation and business can survive and flourish .

Change is never done alone . It takes the interactivity of every aspect of an organisation which include Managers , Leaders, Tolls , Contributors to make Change Management SUCCESSFUL.

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Sources – Jitendrasxnblogs / site has strict sourcing guidelines and relies on peer-reviewed studies, academic research institutions, related books and journals. We always avoid using inauthentic references.

https://asq.org

https://www.simplilearn.com

https://haiila.com

https://en.wikipedia.org

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This article / blog is for information purpose only, but by no means it is a complete and exhaustive explanation on the whole topic, nor it’s intended as a substitute for therapy.