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Change Management Essay

1303 words - 6 pages

Change management - the systems and tools for managing change

Scope of change management
This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years.
The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include:
Change management process
Readiness assessments
Communication and communication planning
Coaching and manager training for change management
Training and employee training development
Sponsor activities and sponsor roadmaps
Resistance management
Data collection, ...view middle of the document...

Change management is not a process improvement method.
Change management is a method for reducing and managing resistance to change when implementing process, technology or organizational change.
Change management is not a stand-alone technique for improving organizational performance.
Change management is a necessary component for any organizational performance improvement process to succeed, including programs like: Six Sigma, Business Process Reengineering, Total Quality Management, Organizational Development, Restructuring and continuous process improvement.
Change management is about managing change to realize business results.
Readiness assessments
Assessments are tools used by a change management team or project leader to assess the organization's readiness to change. Readiness assessments can include organizational assessments, culture and history assessments, employee assessments, sponsor assessments and change assessments. Each tool provides the project team with insights into the challenges and opportunities they may face during the change process.
Assess the scope of the change, including: How big is this change? How many people are affected? Is it a gradual or radical change?
Assess the readiness of the organization impacted by the change, including: What is the value- system and background of the impacted groups? How much change is already going on? What type of resistance can be expected?
Assess the strengths of your change management team.
Assess the change sponsors and take the first steps to enable them to effectively lead the change process.
Communication and communication planning
Many managers assume that if they communicate clearly with their employees, their job is done. However, there are many reasons why employees may not hear or understand what their managers are saying the first time around. In fact, you may have heard that messages need to be repeated 6 to 7 times before they are cemented into the minds of employees. That is because each employee’s readiness to hear depends on many factors. Effective communicators carefully consider three components: the audience, what is said and when it is said.
For example, the first step in managing change is building awareness around the need for change and creating a desire among employees. Therefore, initial communications are typically designed to create awareness around the business reasons for change and the risk of not changing. Likewise, at each step in the process, communications should be designed to share the right messages at the right time.
Communication planning, therefore, begins with a careful analysis of the audiences, key messages and the timing for those messages. The change management team or project leaders must design a communication plan that addresses the needs of front-line employees, supervisors and executives. Each audience has particular needs for information based on their role in the implementation of the change.
Coaching and manager...

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