Six Rules For Managing Change

Managing change is often seen as one of the biggest challenges facing organisations. Many managers know they need to change but don’t know what to do or how to do it. The change process can be difficult but it doesn’t have to be if you have a clear vision of what you are doing and why you are doing it.

Many traditional organisational structures and management processes are no longer fit for purpose in a world that rewards flexibility, responsiveness and an ability to be competitive.

The days of senior management teams spending months drafting five-year corporate plans for static annual reviews by a board of directors are over.

Today, change management has to ensure the smooth continuation of day-to-day operations while revising strategy and absorbing the effects of technology and markets.

Traditionally, change management was seen as a separate activity done to the organisation over a period of time in an evolutionary way.

Today, change management is seen as a core activity done by the organisation to itself in a transformational way.

The challenge, of course, is to manage the business while managing change, as the ability to do both simultaneously is vital; not least because one informs the other and each helps develop a more resilient and successful organisation.

Regardless of an organisation’s reason for wanting to change there are a number of key steps that make the process easier and more likely to be successful. They are:

  • develop a sense of urgency about the future
  • build a team to include a wide representation of people
  • develop a clear, challenging and simple vision
  • communicate the vision to build widespread engagement
  • take action to gain early and identifiable wins
  • embed change within the culture of the organisation

In theory, the change process is often described as a series of logical steps to be taken in a linear and orderly fashion.

In reality, the change process involves a number of steps; at times, taken sequentially; at times, taken simultaneously; depending on the requirements of the business and demands of the market.

Managing change has developed as a process to reflect the fast-paced and complex environment in which people and organisations now operate.

SO, the bad news is that managing change has changed but the good news is that managers need no longer be afraid, as there are ways to ensure success.

What do you think?

Are you managing change?

Look forward to seeing your comments below.