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HBO-Report

The document outlines key approaches to change management in organizations, emphasizing careful planning, transparency, and open communication. It highlights the importance of employee training, participation, and gradual implementation while addressing potential challenges such as resistance and lack of leadership support. Additionally, it introduces Kurt Lewin's Change Model, which consists of three phases: unfreeze, change, and refreeze, to guide organizations through the change process.

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Junie Maambong
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3 views

HBO-Report

The document outlines key approaches to change management in organizations, emphasizing careful planning, transparency, and open communication. It highlights the importance of employee training, participation, and gradual implementation while addressing potential challenges such as resistance and lack of leadership support. Additionally, it introduces Kurt Lewin's Change Model, which consists of three phases: unfreeze, change, and refreeze, to guide organizations through the change process.

Uploaded by

Junie Maambong
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Approaches to Change Management in Business Organization

1. Plan Carefully

Before you bring the proposed change to your team, make sure you have a clear plan in
place that covers, at a minimum, when, how, and why the change is taking place.
Ideally, you'll have documented the tasks needed to get you to where you want to be,
outlined new or changing responsibilities for anyone affected, crafted a fully developed
timeline, and come up with responses to address potential concerns.

2. Be as Transparent as Possible

One of the tricky parts about organizational change is that it will often arrive in phases,
or will involve a level of confidentiality on the part of the management team or certain
individuals. However, especially when the change will be a major one, it's helpful to be
as transparent as possible with your employees - even if you can't give them all of the
details, being upfront about the pieces you can share (and clearly explaining their
impact) will go a long way towards helping your staff feel more comfortable.

3. Tell the Truth

This is an easy rule to follow when the change in question is positive; when the change
is in response to challenging circumstances or will result in short-term negative
outcomes, this becomes trickier. However, being honest with your staff to the extent that
you're able to is usually the best route: sugarcoating, presenting things in an overly
optimistic way, and promising unrealistic outcomes will just make your staff suspicious
and distrustful of your motives. While it's important, as a manager, to present an
optimistic front to your team, do so in a way that acknowledges potential challenges and
drawbacks.

4. Communicate

Keep the lines of communication open between you and your employees. Take the time
to explain why the change is happening, and what it will look like in practice. Make
yourself open to questions, hold team meetings, and invite your reports to come see
you and talk through their concerns or thoughts in a neutral atmosphere.

5. Create a Roadmap

Help your employees understand where the organization is, where it's been, and where
it's going. How does the change play into the business's history, and how is it going to
shape its future? Laying this out clearly will demonstrate the thought and strategy
behind the change, and will help staff see how it fits into, or is evolving from, the
business model they've become accustomed to.

6. Provide Training
When the change involves shifts in technologies or processes, provide adequate
training for your employees to help them master the new way of doing things. And make
sure that you convey that this training will be available when the change is announced,
so as to avoid employees feeling like they'll be left behind due to lack of skill or
experience.

7. Invite Participation

Although this won't always be possible, giving employees the opportunity to participate
in, or give feedback on, decisions can be a really positive strategy. Employees will be
grateful for the chance to make their voices heard, and it can also be a great way to get
different perspectives and understand impacts you might not have thought of otherwise.

8. Don't Expect to Implement Change Overnight

A longer, more strategic rollout is almost always the best option, rather than a hasty
shift in direction. Not only will you give your employees a chance to adjust to the
change, you'll be able to answer questions and address any issues well in advance of
the change going into place. Additionally, people are generally slow to adopt new
habits, so this will give your staff a chance to familiarize themselves with the new way of
doing things and gradually phase out old practices in a more natural way.

9. Monitor and Measure

Once the change process is in motion, it's important to maintain consistent oversight
over implementation and rollout to ensure that things go smoothly and that you'll
ultimately be successful. Keep a close eye on potential problems, and address any
issues in a timely manner. Define metrics to measure success, and continually monitor
them to make sure that you're staying on track. And continually touch base with key
stakeholders to gauge their perceptions and get any relevant feedback.

10. Demonstrate Strong Leadership

Above all else, remember to go back to basics and focus on maintaining and
exemplifying the qualities of a great leader. Inspire your team; demonstrate strategic
thinking; be open-minded and flexible; and show your team that they can depend on
you to have their best interests at heart. A strong leader can help their team weather the
storms of change with confidence and clear-sightedness, no matter how challenging
they might be.

Some of the Key Challenges of Change Management are:


 Resistance to change.
 Lack of leadership support.
 Lack of clear objectives.
 Inadequate communication.
 Lack of employee engagement.
 Lack of resources.
 Change fatigue.
 Lack of accountability.

Change management is a systematic approach to dealing with the transition or


transformation of an organization's goals, processes and technologies. The purpose of
change management is to implement strategies for effecting and controlling change and
helping people to adapt to change.

Kurt Lewin’s Change Model

Kurt Lewin’s Change Model was developed in the 1940s but remains a go-to framework
for understanding change management today. This model consists of three phases:
unfreeze, change, refreeze. The first stage, unfreeze, involves preparation for the
change: defining the issue, setting a strategy and gaining support for the change. The
second stage, change, doesn’t happen overnight, of course. It requires training,
constant communication, implementation of a new process, and continued iteration. The
refreeze stage occurs when adjustments are coming to a halt. Success is being
measured, feedback systems are established and employees are continually
supported.4

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