You might agree with me that Change Management is a CRITICAL issue for any organization. This critical issue cannot be handled by an amateur who is lack of sufficient knowledge and skills in this area of expertise. You must read this article on 9 must do work before thinking for Change Management.
1. Stakeholder Analysis: You have to have a plain understanding of the diverse groups in the organization affected by a change and what precisely the impact will be due to the change. You have to Map the “who and what” connected to the proposed changes so that each group’s unique values, culture, need and concerns can be addressed by the change.
2. Leading the Change: You have to have lucid sponsorship and governance, critical success factors (CSFs) for implementing the change, ensuring that change sponsors are supported by groups of people in the organization to lead the change effort. Not all good leaders are by default good change leaders. So be ensured that the groups have sufficient knowledge, skills and abilities to be successful in this key role.
3. Change Strategy: You have to have a clear-cut plan for determining how to execute the change. You must have a road-map that identifies and defines phases of the change implementation from people, process, technology and infrastructure contexts. It is the key to driving and governing successful change. The road-map should precisely define the set of activities, outputs and outcomes related to each phase of the change effort.
4. Communicating the Change: You have to engage key stakeholders at all organizational levels from Top level executives to front-line staff. Well-planned and timely communication is indispensable to ensure that every person affected by the change, clearly understands the change and the reason for it and has the opportunity to engage him or provide feedback in the change effort.
5. Human Capital Management: You have to examine the flow of talent and skills within your organization in order to carefully address the workforce plans affected by the change, examine any development requirements and where new capabilities and restructuring of human capital are required.
6. Learning and Training: You should better understand not only what learning and training will be required for a change implementation but also which components should be taught persistently to inform the affected groups. Ongoing performance support is also a key to sustaining the change and reaping the most wanted results.
7. Business Process Infrastructure: You should map existing business processes to future ones in order to illuminate gaps. Required Business Process Re-engineering (BPR) is a key role player to successful change. This requires revisiting current operating concepts and developing playbooks to facilitate the change.
8. Project Management: You should understand Project Management methodology. Project management methods, skills and techniques are central to executing change. So, a change manager must draw on project management to ensure clear decision rights, discipline and documentation, issue resolution, schedule management, knowledge sharing and milestone management. This will ensure that change will be achieved within the expected time, cost and scope parameters of the initiative.
9. Performance Management: You have to measure the performance of the Change. Applying a clear performance management approach, such as Balance Scorecard, is an important tool to the critical change management lever of reward and reinforce. This is all about amplifying the zone or pockets of success where the change is happening and illuminating opportunities for sustained improvement.
Developing and sustaining a genuine culture of reputation necessitates a coherent and comprehensive strategy for organizational change.