You Are Here: Home » Strategy Consulting » Key Steps for Effective Organizational Change Management

Key Steps for Effective Organizational Change Management

Gone are the days when big changes were seldom made in organizations. Today the organizations are required to adapt and evolve seamlessly with the changing scenarios. Facing more complex, more interdependent and more cross-functional change than ever before, the companies need to deliver results on each stage of change. To thrive in the changing landscape and attain the set objective, organizational change management is the booming concept that many industries are now relying on. It is developed to enhance the organization’s capacity to cope with the change impacts and build organizational competencies.

Whether your change initiative involves implementing new technology, re-engineering processes or pursuing an organizational transformation around customer experience, the common denominator in all for achieving the intended outcome is – People. Change management firms can support a smooth transition and ensure your employees are guided through the change journey.

Here we highlight key steps for effective Organizational Change Management:

  1. Define the Change and Align it Against Organizational Objective:  It is one of the initial steps to successful change implementation that many miss out on. What do you need to change, why the change is required and how to structure the change are some of the crucial questions that you need to answer to direct your efforts and investments in the right direction. While defining the change, it is critical that you review it in light of the organization’s objective and change goal. This will ensure your change initiative is carried out strategically and smoothly, bringing in the desired outcomes.
  2. Ascertain the Impacts and those Affected: Once you are clear about your change structure and its goals, you need to identify its impact at different levels of the organization. Analyze the effect on each business unit and how it is going to cascade through the organizational structure to the performing individuals. This will form the basis for spotting the areas where training and support will be needed the most to mitigate the impacts of the change.
  3. Communication Strategy: A sound communication strategy is a critical element in all change modalities. Adopt effective means of communication that facilitate transparent and two-way communication and gets people on board with a positive attitude. Your communication strategy should include:
  • What will be the key messages?
  • Who are the targets of the messages?
  • What mediums to use to convey the message?

How to respond to the feedback?

  1. Plan Training Programs: While most changes in an organization are for improvements, success is directly tied to the performance of people. Planning an effective and well-structured training session can go a long way in motivating the employees to give their best and adapt to the changes productively. To enhance the skill and knowledge of the employees,  organize different programs- micro-learning online modules, face-to-face training sessions or even on-job coaching and mentoring. You can also take the help of a strategic planning consultant for guiding and mentoring of your employees.
  2. Develop Support Structure: A large percentage of the initiatives fail due to the negative attitudes and unproductive behavior of the employees. To fill that gap, implement a support structure that makes it easier for the employees to accept and adjust to the change. Top change management consulting firms recommend that employees must be inspired to feel an integral part of the management process which is larger than themselves. Offer them the open-door opportunity that makes them comfortable with the transition process and involves them in change management effectively.
  3. Evaluate the Change Process: To measure whether organizational management is working or not, it is always good to build a follow-up structure at different levels of the change process. While many times changes meet target expectations, there are occasions when change initiative doesn’t work as planned.  In this case, management should acknowledge the failures and make adjustments until the desired result is achieved.

If you are planning for an organizational change, CerveauSys Strategic can assist you in the successful implementation of the same. We are highly acclaimed for offering services such as change management consultancy, consulting and training solutions that will help you meet your organizational goals while minimizing the associated change impacts.

About The Author

Number of Entries : 107
Scroll to top