Managing Change – survive and thrive

Managing Change

The best way to survive and thrive

 

Change is inevitable

Corporate change can unleash spectres. From the appointment of a senior member to a change in consumer trends, to an economic low. Change is inevitable, yet can reveal unforeseeable challenges. For those aware of the stages it can also present a unique opportunity for growth.

As the business world has discovered, managing change equals healthy evolution – one that can bring a struggling brand back from the brink and redefine product and market share. For others it can be an opportunity to stand firm on beliefs and ownership.

Communication is Key

Through frank and open discussion, as awareness of impact and resistance transforms, the individual and the team can optimise ideas, give people a voice, and uncover new opportunities.

Using digital templates and practical tools like milestone charts can help introduce a greater range of skills. New methods can increase productivity and thereby improve the dynamics. However, the real fun is sharing the ‘build’ together. ‘All change gives team members an opportunity to publicly assess, comment and become part of something bigger, better.’

As corporate business becomes competitively charged to maximise bottom line, therefore even the most fundamental change will affect your workforce. This list of ten commandments from Forbes can help you target the tough messages.

Hit the wall and bounce back!

According to the Kubler-Ross Change Curve there will be five stages of change. The first is the initial impact. The second, resistance. The third is slow recovery through uncertainty and fourth, a settling-in before the final stage of conformity.

To ensure a smooth transition, assess style and level of communication. Leading with enthusiasm often tips the balance towards success.

It Can’t Work!  

The length of time required for an individual to adjust is going to vary. Time and Intensity are the variables. Concerns should be the junctions that offer the opportunity for transparent conversation, clear objectives and 1-2-1 planning. A time for ideas and innovation, not road blocks or side tracks.

Conclusion

As shown in figure 1 the structures of how to approach change can be a useful guide, however there is one thing that most would agree on. When managing change the most valuable resource are the opinions of others. Consequently, when you promote discussion, whether you heed opinions or not, you allow others to be involved, and that is the most important part of the managing change process.