Managing the People-Side of Change

Change management is the processes, procedures, and strategies for managing the people-side of change. Understanding what is happening, why it is happening, and how it can be improved is the beginning of change management. Old change management involves management making all of the decisions, managing by fear, and working against innovation. New change management involves the team, communicates constantly, encourages creativity, and never gives up.

When it comes to change, management often spends a lot of time and energy on the idea, not on the process. For change to work, you need to provide a road map, not just an idea. You need to motivate, inspire, and drive change. It is important to understand that any change requires a change in the organizational culture. If you cannot change the habits and behaviors of your employees, you can spend a million dollars on a change plan, and nothing will happen.

INVOLVE THE PEOPLE IN THE CHANGE PROCESS

1. Make sure everyone understands the purpose for change.

2. Have everyone play a part in planning the change.

3. Paint a word picture of the desired change.

4. Before you can drive change, you must change the behaviors and attitudes of the people.

Change management is about creating a climate of change. It is about staying alive and staying ahead of the globalized market. Change management is about creating a change map, providing professional training and development, strategies, and approaches. It is about replacing traditional culture with a new climate that is full of innovation, creativity, and open idea exchange. The three steps of change management involve idea generation, evaluation, and implementation. Great leaders do not delegate innovation and creativity; they lead it.

At some point every organization faces the need for change. Maybe the need for change is caused by a drop in profits, introduction of products in distant markets, or a reach for increased volume. Whatever the reason, management will never put a greater demand on their skills than they do when they are driving change.

4 Leadership Principles of Change Management

1. Widen the circle of involvement

2. Connect people to management

3. Create change teams

4. Communicate constantly

The first phase of change is the planning or preannouncement phase. What does the change mean? Why do we need it? How much will it cost? Who will be affected? The answers to these questions and others provide the organization with a plan and purpose for change. During this process, the people in charge of driving change spend a large amount of time discussing and evaluating the change. They have had time to let go of the old and grab on to the new. Employees need the same amount of time to adjust so they don't feel that the change is being pushed on them.

Evaluating and Preparing for Change

1. Why do we need to change?

2. What will the future look like?

3. What is going to change?

4. What is not going to change?

5. What will be the advantages in the future state?

6. What are the biggest challenges in making this change work?

7. How do we best organize the change?

8. What is our change strategy?

9. How do we present change as a challenge and opportunity? 

For a change plan to be effective, people need to believe that the change is required for company growth. Drive change from the bottom up, not the top down. Touch everyone in the organization and make them a part of the change process. Get their input. Before you make a move, involve the people. Go to the people and learn from them.

Brad Hanson is an experienced management consultant, master sales and leadership trainer, and a keynote speaker with 50 years of sales and leadership experience.