As a C-level executive who has managed over 100 employees, I understand the challenges and proven processes for efficient change management.
To compete in today’s ever-changing marketplace, companies need to be agile and determined. Your company’s ability to execute strategy efficaciously, with increased certainty and adaptability, is what is needed to remain strong and profitable. To outperform competitors, companies need to manage change with precision and more predictable results, and at a pace that is faster and more effective than their peers. Traditional change management activities such as training and communication are not sufficient to help companies develop the ongoing change management capabilities they need.
To succeed, remain relevant and sustain profitability in today’s business environment, companies must manage a broad set of management, leadership, culture and procedural components. They must both manage specific journeys of change while simultaneously building the ongoing ability to manage continuous change, knowing that progress will now be measured based on the business results achieved.
8 Steps to Successful Change
American John P Kotter (b 1947) is a Harvard Business School professor and leading thinker and author on organizational change management. Kotter’s highly regarded books ‘Leading Change’ (1995) and the follow-up ‘The Heart Of Change’ (2002) describe a helpful model for understanding and managing change. Each stage acknowledges a key principle identified by Kotter relating to people’s response and approach to change, in which people see, feel and then change. Kotter’s eight step change model can be summarized as:
- Increase urgency – Inspire people to move, make objectives real and relevant.
- Build the guiding team – get the right people in place with the right emotional commitment, and the right mix of skills and levels.
- Get the vision right – Have the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
- Communicate for buy-in – Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people’s needs. De-clutter communications – make technology work for you rather than against.
- Empower action – Remove obstacles, enable constructive feedback and lots of support from leaders – reward and recognize progress and achievements.
- Create short-term wins – Set aims that are easy to achieve – in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.
- Don’t let up – Foster and encourage determination and persistence – ongoing change – encourage ongoing progress reporting – highlight achieved and future milestones.
- Make change stick – Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.
If you are seeking change management policies and programs that are effective and build a more efficient team, built around organized and productive processes, contact me.