A business or an organization will always experience a change in structure because times will be changing constantly which means that the management of an organization has to keep up with the times. Of course change is very hard because it will take time for the people inside the organization to adjust to the new way it is structured. It is for this reason that one has to come up with a good organizational change strategy so that things will be able to go smoothly.
Going into something new and different is actually a thing that many people are actually scared of because they are afraid that it will fail. Many believe that it is best to just stick to the one method that will work and just keep on going on like that. It is for this reason that a lot of people actually would want to resist change because they are afraid.
Of course the one who wants to implement changes cannot just implement without hearing them out. The least he should do is that he should listen to the point of view of the opposition. From there, he should take some pointers so that he would at least know how to adjust them to the change.
Since the resistance is still going to be very strong, then one should now move on to the next part of the plan. While making changes, one will be undergoing the unfreezing stage wherein he has to introduce the changes to the organization. It is at this very stage that he should start gathering a horde of followers.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
After the introduction of the shift, the next step would be the actual execution of the entire plan which is not as hard but still going to be hard. The technique here is to help everyone try to adjust to the shift in structure by providing them with a lot of support. This way, they themselves will actually want to take part in the changes.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
Now during the refreezing process, an organizational change strategy that one may use would be to show the people how the organization was able to succeed. If the management shows this to the people, then the people will definitely be in favor of the changes. This will eliminate majority of resistance that was present in the organization.
Going into something new and different is actually a thing that many people are actually scared of because they are afraid that it will fail. Many believe that it is best to just stick to the one method that will work and just keep on going on like that. It is for this reason that a lot of people actually would want to resist change because they are afraid.
Of course the one who wants to implement changes cannot just implement without hearing them out. The least he should do is that he should listen to the point of view of the opposition. From there, he should take some pointers so that he would at least know how to adjust them to the change.
Since the resistance is still going to be very strong, then one should now move on to the next part of the plan. While making changes, one will be undergoing the unfreezing stage wherein he has to introduce the changes to the organization. It is at this very stage that he should start gathering a horde of followers.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
After the introduction of the shift, the next step would be the actual execution of the entire plan which is not as hard but still going to be hard. The technique here is to help everyone try to adjust to the shift in structure by providing them with a lot of support. This way, they themselves will actually want to take part in the changes.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
Now during the refreezing process, an organizational change strategy that one may use would be to show the people how the organization was able to succeed. If the management shows this to the people, then the people will definitely be in favor of the changes. This will eliminate majority of resistance that was present in the organization.
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