Principles and Techniques for Managing Change
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The following two principles are the most important to follow when managing change:
1. Thought processes and relationship dynamics are fundamental if change is to be successful.
2. A clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results.
- why are they essential?
- Describe some specific techniques that can be used to manage change in an organization. Explain how these techniques are consistent with the the above principles.
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Solution Summary
This solution explains two principles for managing change and why they are essential (e.g., thought processes and relationship dynamics are fundamental and clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results). Some specific techniques used to manage change in an organization are also explained as a function of the above principles.
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Please refer to response attached, which is also presented below. I hope this helps and take care.
RESPONSE:
The following two principles are the most important to follow when managing change:
1. Thought processes and relationship dynamics are fundamental if change is to be successful.
2. A clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results.
Question 1: Why are they essential?
First Principle: Change - whether it relates to management structure, fast growth or radical changes in your industry - can be difficult to manage, especially when your employees don't have a clear understanding of what's going on or how it affects them. To help employees through any transition, you'll need to take a proactive role in managing and communicating change to your staff. Therefore thought processes and relationships are fundamental if change is to be successful for the following reasons:
Be up front with employees. Make sure that employees first learn about changes from leaders rather than through the grapevine. If your employees hear rumors around the water cooler about restructuring, spin-offs, or new products, or read speculation in the local business media, your job of communicating change will be much more difficult. After all, resisting change is natural - it's human nature to avoid the unknown and maintain familiar work patterns. Overcome this resistance by talking to your employees before rumors begin to fly.
Involve key communicators. While having the CEO speak to the entire staff in a company-wide meeting sounds like a good idea, he or she may not be able to share enough detail to satisfy employee questions at all levels. Let your company's front-line supervisors address each of their employees and answer their questions. Giving employees the high-level vision and the hands-on detail will help them better understand and accept potentially upsetting news.
Create an effective message. Consider the specific informational needs of executives, middle managers, supervisors and employees, and tailor your message to fit each audience. Often companies communicate only what's happening at the corporate level and neglect the things that are really important to employees, such as how the change affects their future.
Remember, employees don't think about the company the way executives do. They want to know about things that you may find unimportant, such as how future plans will affect their personal work area. Whoever communicates change to employees needs to understand their concerns.
An effective message should also explain how your employees´ day-to-day duties directly impact the company's performance and should touch on the values and pride of the employees. A direct, face-to-face ...
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