Change management is considered to be an important business activity that is simply performed by businesses or organizations in order to ensure the successful accomplishment of their business goals. Change management is concerned about altering the existing ways and bringing out the new ways of doing things that will help in successful and positive attainment of organizational goals. Under the change management process, the change agents can adopt a rational view or can be emotional about it while changing things. However, the main objective of the change management process is to bring an overall improvement for the organization and to its existing process.
Difference between change and transition
Under this change management assignment, the difference between change and transition is being described to highlight its importance. The transition model introduced by William Bridges highlights the difference between change and transition. According to him, there is very little difference between these two terms, but it is of high importance.
Change takes place quite rapidly in the lives of people. It can occur in your life whether you agree with it or not. On the other hand, the transition is an internal process that takes place in the minds of people when they undergo the change process. Though the transition process takes place gradually, but it remains to be a part of the change process.
For an organizational sector, change is an inevitable process that takes place due to various macro factors. It is a very broad concept under which the individuals enter the first stage of transition when they are exposed to change. At this stage, people might experience different emotions due to change, such as fear, denial, uncertainty, and disorientation.
Transition under the business setting takes place when change gets implemented through methodological planning, organization, and implementation. This process begins prior to the actual change process where the senior management plays a crucial role as transition managers that help the change agent.
Change and transition are considered to be inevitable in life and businesses and are, therefore, important for growth. Without change in your lives, you might remain stuck, and this could deteriorate your way towards goal. Change can sometimes be unexpected, sometimes unwanted, and also uncomfortable. That is why it is important that we understand how to manage change in our lives as well as business.
Elements of Change Management Plan
Change management process encompasses the structuring and implementation of the strategic organizational framework and procedure to have a sustainable existence in a new setting. To introduce an effective change in the corporate sector, it is necessary for the organization to consider the key elements of the change management process.
The key elements for a successful and effective change management process under this assignment are as follows; planning, defining the governing model, introducing and upgrading committed leadership, keeping the stakeholders involved in this process and then aligning the overall workforce of the organization. These elements are the very foundation of the change management process, and they have a direct implication on its effectiveness in an organizational setting. Proper planning is required to identify the goals during the change management process. Since the governing model has a direct impact on the team and its core assets, a robust governance model is required, which needs to be established that can support the change process. The leadership approach under the change management process acts as an indispensable element that guides new organizational behavior. Since the stakeholders play a vital role in the organizational setting, their involvement in the change management process is a must that can be acquainted with their considerable new roles and responsibilities. These elements can help bring out the synchronization at a workplace.
Tools or say components of change management might also include-
- Readiness assessments
- Sponsor roadmaps and sponsor activities
- Training and Employee training activity
- Communication process and communication planning
- Data collection, corrective action, and feedback analysis
- Resistance management
- Manager training and coaching
- Celebrating and recognizing success
- After-project review management
Importance of communication in change management
The communication acts as an important element in the change management process that makes sure that all the participants under this process are on the same page when something new takes place in the workplace setting. To implement the change program more effectively, communication is regarded as one of the most crucial elements for this project that makes possible for the members to exchange their ideas, views, and opinions. The main purpose behind adding communication to the change process is to increase the awareness level of stakeholders so that they can easily understand the process. It can also further help in accepting the change that needs to be introduced amongst the organizational setting. It is considered to be as one of the most toughest issues that a company faces during the entire process of change implementation. Effective communication process must involve the following components-
- The message sent by the individual must be clear enough and presently properly. The message must radiate genuine content and authenticity.
- The recipient of the message should listen attentively, clarify his problems and questions, and share feedback on the interpretation of the message.
- The method involved for the delivery of message must be compatible with circumstances of both the sender as well as the receiver.
- The content included in the message must be able to connect well with the receiver’s thoughts and beliefs.
In any of the change management process, it is people who get affected by the change initiatives, and it is people who extend their support and cooperation to make that change happen. Without any motivation and involvement of key stakeholders, it is impossible to accept any success from the change management process.
Therefore, an effective yet transparent model of communication is required that influences them to build their commitment towards the change management process. Thus, to implement the change, you need to adopt a robust communication model for the change process.