Five Steps for Effective Change Process |
STEP 1: MOTIVATING CHANGE Organizational change involves moving from the known to the unknown. Because the future is uncertain and may adversely affect people's competencies, worth, and coping abilities, organization members generally do not support change unless compelling reasons convince them to do so. This requires attention to two related tasks: creating readiness for change and overcoming resistance to change.
Creating Readiness for Change
1. Sensitize organizations to pressures for change. You can download 8 Ultimate HR Tools for HR Managers HERE.
Overcoming Resistance to Change STEP 2: CREATING A VISION The second activity in leading and managing change involves creating a vision of what members want the organization to look like or become. Generally, a vision describes the core values and purpose that guide the organization as well as an envisioned future toward which change is directed. It provides a valued direction for designing, implementing, and assessing organizational changes. The vision also can energize commitment to change by providing members with a common goal and a compelling rationale for why change is necessary and worth the effort. Research by Collins and Porras suggests that compelling visions are composed of two parts: (1) a relatively stable core ideology that describes the organization's core values and purpose, and (2) an envisioned future with bold goals and a vivid description of the desired future state that reflects the specific change under consideration. Step 3: DEVELOPING POLITICAL SUPPORT
Managing the political dynamics of change includes the following activities: Step 4 : MANAGING THE TRANSITION Implementing organizational change involves moving from the existing organiza¬tion state to the desired future state. There are three major activities and structure to facilitate organizational transition: activity planning, commitment planning, and change-management structures.
Activity Planning You can download excellent powerpoint slides on HR Management and Human Capital Strategy HERE.
Commitment Planning
Change-Management Structures Step 5 : SUSTAINING MOMENTUM The following five activities can help to sustain momentum for carrying change through to completion: providing resources for change, building a support system for change agents, developing new competencies and skills, reinforcing new behaviors, and staying the course.
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