A business or an organization will always experience a change in structure because times will be changing constantly which means that the management of an organization has to keep up with the times. Of course change is very hard because it will take time for the people inside the organization to adjust to the new way it is structured. It is for this reason that one has to come up with a good organizational change strategy so that things will be able to go smoothly.
Now if one would actually want to implement a drastic shift, then he should expect a lot of resistance from those who do not want. Not many people are visionaries and all the time they would believe that the old ways are always the best ways. However, visionaries are able to see beyond that which is why they would want to spark a change in the first place.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
Now do take note that even after an open forum meeting, the resistance will still be there. So in order to beat the resistance, the one strategy to apply here would be to gather a huge army of followers to swallow up the ones opposing the change. In order to do this, the managers have to start from the people in the lowest chain to the highest and get their support.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
Once the changer has already gained a solid base for his campaign, then the next step would be the actual execution of the entire plan. In order for everyone to agree to the shift in structure, the changer and his team should be able to provide them with support. By providing them with support, they are actually helping them adapt to whatever is going on.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
One way to help the people appreciate the shift would be to simply show results of the efforts that were made. The thing about human beings is that they will never be fully convinced unless they see that there is even a small result that would benefit them and the organization. As long as one can show some results, then his organizational change strategy is a success.
Now if one would actually want to implement a drastic shift, then he should expect a lot of resistance from those who do not want. Not many people are visionaries and all the time they would believe that the old ways are always the best ways. However, visionaries are able to see beyond that which is why they would want to spark a change in the first place.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
Now do take note that even after an open forum meeting, the resistance will still be there. So in order to beat the resistance, the one strategy to apply here would be to gather a huge army of followers to swallow up the ones opposing the change. In order to do this, the managers have to start from the people in the lowest chain to the highest and get their support.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
Once the changer has already gained a solid base for his campaign, then the next step would be the actual execution of the entire plan. In order for everyone to agree to the shift in structure, the changer and his team should be able to provide them with support. By providing them with support, they are actually helping them adapt to whatever is going on.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
One way to help the people appreciate the shift would be to simply show results of the efforts that were made. The thing about human beings is that they will never be fully convinced unless they see that there is even a small result that would benefit them and the organization. As long as one can show some results, then his organizational change strategy is a success.
About the Author:
You can now get all the important information on how to implement an organizational change strategy instantly via the Net! If you have any questions or need advice, check out our recommended homepage at http://www.igrandchange.com right now.
No comments:
Post a Comment