The motivation behind every project is to successfully implement change that will help the organization to progress further. Change management helps the people affected by the change to smoothly transition. In a post for the PM Perspectives Blog, project leadership coach Susanne Madsen explores the basics of starting successful change management.
Changing the Way We Change
Change management will never be effective if it sets out to “sell” a person the change, they should be consulted and their ideas thoroughly heard out. People are far more accepting of change when they feel as though they have control over it. Ask for advice and input before you go announcing change and implementing new practices that people are hesitant about.
Unfortunately, change management is often viewed as a difficult discipline because proper planning and sensitive implementation never took place. Change cannot happen quickly or it will be immediately met with resistance. People respond best to a gradual change.
John Kotter, a change management expert, makes the suggestion that an organization should have 75 percent of its people in agreement over the change before it is implemented. He also proposes an eight-step plan to do so effectively:
- Create urgency.
- Form a coalition.
- Create a vision.
- Communicate the vision.
- Eradicate obstacles.
- Have small wins.
- Build on the change.
- Make the change last.
Creating urgency inspires people to look toward the future and understand the relevance of the proposed change. Having a coalition of powerful people who support the change will help it to progress more quickly and be successful. Having a clear-cut vision helps everyone understand why the change is a necessity and what the benefits will be. The creation of a vision is not enough though; it needs to be communicated to people frequently so that they always understand what should be happening. It is vital that any obstacles are eradicated so that the change has a chance at success. Creating some short-term wins helps to motivate people to continue believing in the change and push it forward. In order to ensure long-term success and avoid failure, the change needs to constantly be built on. Finally, if you want the change to last you need to incorporate it into the business culture.
You can read the original post here: http://www.esi-intl.co.uk/blogs/pmoperspectives/index.php/change-management/