Supporting tools and components for implementing the change management process

Appropriate tools and components developed either by the change management team or by the group of stakeholders are essential for the change management process to be effective. The following are some of the tools and activities for implementing a change management process.

• Business care
• A plan for continuous improvement
• Resistance management
• Product/business roadmaps
• Activities to assess readiness
• Tutorials/sessions to train the staff in additional skills
• Building a platform for stakeholder feedback
• Measurements and analysis

Numerous models have proven to be beneficial for managing change. Some models focus on the individual transition, while some other models look at the whole organization as a single entity that is changing. You can not pick one 'right' model. You need to research the different models and adopt one that is suitable for the size and type of your organization.

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Why does change fail?

Some organizations fail to adapt to change. Several obstacles stand in the way of change. What are they and how to avoid them?

Not preparing for change

Inadequate preparation is a common barrier to change. Implementing change is an expensive process. It consumes various resources – time, money, and human effort. Planning for change involves discussing the answers for questions like – Who are the employees who will be affected by the change? What kind of additional training do they need? What is the training schedule? How much will it cost? Will the training affect the ' 'employee's workflow and productivity?

Lack of flexibility in organizational strategy

When new forces of change emerge, it often calls for changes in strategy, vision, and mission. If the leaders of the organization are reluctant to modify the organizational structure to accommodate the change, they should be willing to plan thoughtfully. They also need to introduce just the right amount of flexibility, so they can bend without breaking.

Disregarding employee input

Not taking inputs from employees who will be affected by the change is yet another reason for failure. If they feel left out of the process, there is a higher possibility that you will face opposition from them. It makes them feel excluded. If employees are well aware of the purpose and necessity of change, there are more likely to contribute and participate actively in it. Employee support is a huge factor in whether or not you implement change successfully.

Lack of effective communication from the leaders

During the transition period, employees expect transparency from the change management team. Maintaining transparency requires effective communication from the leaders. Although it is an inherent trait of a leader, it is more important during times of change. An opaque leadership will block out employees from the process. Exclusion leads to resistance, which eventually fails. Thus, inadequate communication is a major reason for a failed change management process.

Looking at change as a threat

One needs to have a positive outlook on change. However, if employees are not clear about the need for the proposed change or how they can benefit from it, they will perceive change as a threat rather than an opportunity for betterment. It creates undue stress on employees. Their workflow and productivity decrease. The consequence of this is again, resistance to change. Train your employees well to perceive change as an opportunity and welcome it.

An overzealous leadership

When the performance drops, leaders have an urge to implement change just for the sake of boosting performance. They do not pay heed to what kind of change is needed or whether any change is required. This attitude can also lead to failure. As a leader, you should focus on whether critical processes require a change.