The Benefits of Change Management
The general objective of any change management in an organization is to improve performance and promoting proper working conditions. As a manager who is eager to realize good performance in an organization, implementing change management in an organization requires a designed approach to transitioning people, groups, and organizations from the existing condition to an anticipated future condition (Cameron and Green, 2015). Therefore, change management is applicable to situations when an organization want to implement technology services, downsizing and expanding the business market in a competitive market. The process of change management is focused on the organization culture especially the workforce to comprehend, devote to, as well as accepting the changes in their existing working business atmosphere (Goetsch, and Davis, 2014).
The role of a manager in any business environment is critical specifically when driving through change and making sure that organizations are well positioned to remain competitive in the market. However, change is not accepted fully by the workforce, managers, and supervisors. There some setbacks that always pull back strategies set to initiate change. (Miner, 2015) claims that despite the merits positive change impacts the organization, it as well build anxiety, doubt and loss of assurance and job security among workers, administrators, and executives.
Similarly, being a competitive project manager, it is important to realize the beauty of change management because it provides instructional scaffolding for an organization and its staff. This helps in promoting a deeper level of understanding since individuals are mandated to carry out their functions within this framework.
It goes without saying that change management brings an awareness and understanding to employees when they are pooled together with the top management to discuss the changes the organization want to implement. Leading a project team requires that employees be involved in meetings to contribute on how to make a well. Managed and optimized plan and making a decision in order to give the working team, supervisors, and managers a clear understanding of change. Employees develop awareness and are ready to embrace changes and the benefits of preparing to accept the new (Cameron and Green, 2015).
Also, the importance of change management is to provide a platform for training. This involves the project manager to prepare training programs that will assist the workers in embracing the new methods and ways of performing their duties. Training encompasses suitable training tools that will aid the workers to adapt to changes immediately they are implemented, and also employees are able to acquire skills and knowledge essential to adjust to the change within the shortest period as possible (Goetsch, and Davis, 2014).
When a proper management strategy is implemented and work effectively, there is reduced chances of resistance. As a project manager, the prospects are that employees will embrace the change that the company is about to bring without a form of resistance. In most cases, resisting change in an organization always comes when employees are not well informed and were not included in the change process. Involving employees as stated by (Miner, 2015) in the change process is a perfect way to do away with resistance.
The structured approach to implementing change
Having a designed method is crucial to the changing practice. The method aims at reinforcing workers at all levels to accept, adapt and prepare for change. It is worth noting that, transitioning persons, teams and organization can be either simple or multifaceted on the nature of change (Miner, 2015).
Long-term structural transformation encompasses core elements: magnitude, scale, duration and strategic importance. However, organizations that want to register good performance need to understand that changes manifest at an individual employee level. Therefore, the following approaches are used to implement change in an organization.
First, the process should be top down – the project manager is mandated to provide direction, which means everybody has to show the willingness to embrace new approaches.
Second, it has to deal with people issues – this requires people to accept a proactive, unilateral approach that can help one stay in control of the process and limit the chances for risks to occur.
The third approach is developing a strong communication network – individuals must understand the information conveyed if they are going to be able to accept and implement it.
Having an overview of the significance of implementing applicable strategic change management process will provide an environment to establish a policy that will result in increased performance and expected short-term and long-term goals projected by the organization.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools, and techniques of organizational change. Kogan Page Publishers.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.
Miner, J. B. (2015). Organizational Behavior 1: Essential theories of motivation and leadership. Routledge.