Venkat Patnaik, CEO - NITCON
By MYBRANDBOOK
Change Management (CM)
Change in today’s world is not new .The new technology, global competition, growth and increased complexity. Hence, the result is change or disappear or out of business. The three universal barriers to change can be summarized as habits, apathy or rebellion.
In addition the organizational barriers to change due to undefined goals and objectives, financial and environmental. It can also be lack of aligned resource/ user skills or / and cross functional team. At times, the bottle neck also lies with the top management commitment.
A very common issue is the employee barriers to change which may be due to lack of awareness about the change including the mental preparation for new roles, mistrust within the work environment which may be due to job security or the perception of compromising personal growth. At times, what if, the CM fails.
Let us understand from people who directly or in-directly oppose the CM. The response is a mixed bag of perceptions. The loss, confusion, mistrust and a “me” focus is key to non-cooperation. In addition the fear of letting go of that led to their success in the past. The control, a major issue and increase in conflict between groups. The effective management of change involves an integrated approach in each of these three areas, the first being altering the mind-set, then harnessing motivation and shaping behaviour. What are the stages in CM? The phase-I, II and III is preparing for change, managing Change and attaining and sustaining improvement respectively. For these phases to sail through, we need to have grip on the problem, work through the change and sustaining the improvement.
While addressing the mind-set, one must learn thoroughly before initiating the CM. Firstly, build relationship and explain the purpose of change. One needs to articulate the benefits and make them understand and teach the basic concepts of CM. It may require to link daily activities to their higher purpose and benefits. To push the CM agenda, one needs to paint a picture of the successful future using best practices. Similarly, while addressing the behaviors, one has to Identify training needs and communicate upwards and in multiple forms. Create goals to work toward: a vision of success.
Finally the success “mantra” is one has to be comfortable with the change before you can get others to change.
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