Organisational change comes in many different forms, not all of which are positive. On the one hand, change can bring opportunities for growth, redirection and solutions. Unexpected changes, however, can also present challenges that threaten a company’s team and future.Â
In this blog, we share 5 tried-and-tested strategies to help companies manage change effectively, prepare for future changes and navigate unexpected change.
Before we begin, it’s important to understand the different types of organisational changes that exist. These can be divided into six categories:
Strategic change includes changes to strategy, structure and processes to help businesses achieve their goals.
People-centric change includes new hires and layoffs, policies surrounding leave and changing roles and responsibilities.
Structural changes revolve around how the company is run, from management hierarchies to job structures and administrative processes.
Technological change can range from introducing new software to managing disruptive technology.Â
Unplanned change involves a reaction to an event that occurs unexpectedly, such as loss of team members, the shift to remote work, or the return to the office.
Remedial change occurs in reaction to a problem that has been identified. For example, changes that take place in response to customer feedback or improving inefficient processes. Â
Adapted from whatfix.com blog
While each type of organisational change requires a tailored change management approach, there are a few things to keep in mind when navigating all types of change.
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1.Set clear goals
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When change is planned, it’s important to be clear about the reasons behind the change and the outcomes that will arise. This will help you identify when the change is successful.
2. Prioritise
Change can be a long process, and is often broken down into small changes that take place over a period of time. By creating a timeline, you can prioritise the changes you want to tackle and give each one the right amount of attention and time.Â
3. Secure buy-in from stakeholders
One of the key factors in successful change management is gaining buy-in from stakeholders. Humans are naturally resistant to change, so it’s important to develop a thorough plan to communicate change to the whole organisation. Address concerns and answer questions to help your team feel heard and valued.
4. Create a Plan for Change
Having a plan for implementing change can help speed up to process and ensure that all targets are reached, while anticipating challenges and identifying risks.
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5. Provide training & support
A changing organisation can mean that new skills and knowledge are required among your team. Providing training and support can help ensure that your team is ready to meet the new requirements of your business!
At The Change Agent, we’re devoted to helping businesses navigate change effectively while being prepared to face unplanned changes.
Contact us to discover our change management, training and coaching services today!
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