Change management, as often defined, is a structured approach that ensures changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. The focus is on the “people side” of change – including changes to business processes, systems, technology, job roles, and organizational structures. A successful change management process encourages individuals to accept, adopt and utilize change in their day-to-day work. Here, we delve into the eight critical levers of change management to ensure the workforce’s full acceptance and support.
1. Defining the Change
The first step in any transition is to define what the change is and why it’s needed. This step should also clarify who will be affected by the change and how. As Dr. Dawkins Brown, Executive Chairman of Dawgen Global, once said, “A clear definition of change serves as the North Star, guiding all levels of an organization toward a unified goal.”
2. Creating a Shared Need
Creating a shared understanding of why the change is necessary is crucial. This often involves presenting a convincing case for change that highlights the risks of not changing and the benefits that the change will bring. It’s about creating a sense of urgency and need that rallies the workforce around the shared goal.
3. Developing a Shared Vision
A shared vision provides a clear picture of what success will look like. It enables people to see beyond the potential short-term disruptions and challenges, to the benefits that the change will ultimately deliver. This vision should be compelling, simple to understand, and should resonate with people’s values and aspirations.
4. Leading the Change
Strong leadership is crucial during periods of change. Leaders at all levels need to be visibly committed to the change, clearly communicating its importance, and modeling the new behaviors. As Dr. Brown astutely observed, “Leadership is not just about directing the change, it’s about living it.”
5. Engaging and Mobilizing Stakeholders
Successful change requires the engagement and mobilization of all stakeholders – not just those who are directly impacted by the change. This includes employees, managers, suppliers, customers, and even the wider community. Engagement strategies may vary, but all should focus on open communication, inclusivity, and active listening.
6. Creating Accountability
People are more likely to commit to a change if they feel a sense of personal responsibility for its success. This can be achieved by setting clear expectations, defining roles and responsibilities, and establishing metrics that allow individuals to see the impact of their efforts.
7. Aligning Systems and Structures
To enable change to be successful and sustained, organizational systems, structures, and processes must be aligned with the new ways of working. This may involve changes to reporting lines, job roles, performance management systems, and compensation and reward structures.
8. Sustaining the Change
Finally, for change to be effective, it must be sustainable. This involves embedding the change into the culture of the organization, monitoring progress, and continuously adjusting and improving. It’s about ensuring the change becomes ‘the way we do things around here.’
In summary, a successful change management process requires a comprehensive approach that addresses both the technical and people sides of change. It is not a linear process but requires continual adjustment and refinement. By understanding and utilizing these eight levers, organizations can increase their chances of success and ensure that the benefits of change are fully realized and sustained.
About Dawgen Global
Dawgen Global is an international professional services firm that specializes in providing comprehensive business solutions across various industries. With a focus on accounting, taxation, auditing, business advisory, and management consulting, Dawgen Global caters to clients of all sizes, from small businesses to large multinational corporations.
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