With a focus on change management, which entails meticulous planning of the duration, scale and requirements of a merger, acquisition or new initiative, program or system, an organization will be better prepared to be as cost effective and optimally efficient as possible by deploying deliberate plan.
The first steps to making a change management plan are establishing a group of leaders to oversee and direct the plan, with careful consideration of general workplace dynamics and the unique individual and organizational behavior of the company and its team members. Everyone on the leadership team should be on the same page regarding the change management strategy, internal goals, best practices and individual duties and tasks. Once everyone is on the same page and all the strategic analysis and goal setting has taken place, the team can get to work devising a plan that includes the following features, including well-established goals, thorough risk assessments, checkpoints for success and clearly defined milestones.
Competitive organizations in consistently evolving industries such as communications, financial services, healthcare, insurance or life sciences, need to be aware of and navigate frequent organizational changes, often times to better comply with regulations, keep up with new technologies and adjust to market demands.
What are some of the most important attributes of positive change management?
One of the most important aspects of change management is implementing technology tools that foster collaboration, innovation, efficiency and productivity in the workforce. Collaborative technology initiatives are no longer only the concern of IT professionals, but rather of everyone who wants to get better products to market at a faster rate.
Another one of the cornerstones of change management is careful planning, which helps reduce risks and ultimately prevents unnecessary expenditures. With the right help, you can carefully consider your options and make a plan to successfully change your business processes while ensuring continued compliance, responsiveness and positive reactions from users and stakeholders.
Changes in your company will affect your business partners, clients and vendors, too, and you want those changes to be for the better. Everyone you do business with has a stake in the success of your change initiatives. With an effective approach to managing people and groups through every part of the change, you can make this a positive thing for them and the organization as a whole. Make sure the change is perceived as an improvement, rather than a loss, and your bottom line wins.
Is Your Organization Change Capable?
The change-capable organization is one that wants to achieve effective change management by implementing appropriate solutions, significant cultural shifts and strategic methodologies created to drive business goals and organizational transitions.
Change is increasingly cited as a key factor required to improve the success rate and achieve ROI of major organizational changes, including new technology implementations, process efficiency improvements, restructurings, consolidations and system upgrades. In fact, many credible studies have noted that failure to engage an organization in the change process results in predictable failure rates as high as 70 to 80 percent.
Ensuring success of corporate change initiatives requires a structured approach that combines best practices with proven methodologies to help organizations navigate from the current state environment to the desired future state vision - creating a change-capable organization.