Preparing for Change
Plus, you need to prepare people for the change. Don't rely on the new system or structure to put people in their place. Training needs to be instituted before moving forward. If not, your teams may fall back into their old routines. This goes for managers as well. If they don't embrace their new roles, then they also won't accept the new direction.
You must understand that every change you make within your organization is going to be different. So, you need to figure out what makes this particular change different from previous ones. When preparing for your change management methodology, consider the following items:
- Who will be impacted by the change? These are the people that truly need to be involved with every aspect of the intended change.
- What is the total scope of the change?
- What type of change is this? You must define the type of change as this will affect your strategy.
- What is the total amount of the change?
The people who will most be affected by the change are perhaps the most important part of your strategy. Some people will experience a minor amount of change that probably won't affect their job all that much. There will, however, be others who will have their whole role changed. People have comfort zones, and they will revert back to their original comfort zones if they are completely uncomfortable with what they are presently doing.
You must take all of the aspects of your change and then tailor that to your audience. You cannot institute a generic change management plan. A cookie cutter approach to your change management strategies is not effective. As mentioned earlier, all changes are different, and you must deal with each change independently from the previous one.