It is easy to understand the concept of change

management. Let’s take a look at Prosci’s definition:

“Change management is the application of a structured process and set of tools for leading the people side of

change to achieve a desired outcome.”

But once change implementation has started, things can get so stressful.

“Any change, even a change for the better, is always accompanied by drawbacks and discomforts.”

Arnold Bennett

Many employees resist change because of many reasons.

Changes to routines

More work Fear of job loss

Incompetence for new tasks

Unhealthy communication

Fear of the unknown

But change is important.

“It is not the strongest of the species that

survive, nor the most intelligent, but the

one most responsive to change.”

Charles Darwin

Companies may lose their competitive edge if they can’t meet the changing

needs of their customers.

In 2007, Nokia was earning more than 50% of all the profits in the mobile-phone industry. Unfortunately, it underestimated how important the transition to smartphones would be.

Remember Nokia’s failure to keep connecting people?

FAIL

Source: The New Yorker

In 1976, Kodak had a 90% market share of photographic film sales in the United States. It started struggling financially when it failed to keep up with digital photography.

Kodak moments have become selfies.

FAIL

Source: Wikipedia

In 2004, Blockbuster had more than 9,000 video rental stores. Unfortunately, its retail outlets became outdated with video streaming through computers and phones.

No more Blockbuster nights

FAIL

Source: Wikipedia | US News

So if you want your business to keep going, remember this:

Growth comes with changes.

Successful change management entails a lot of planning.

Here are 6 questions to help you plan for change management in your organization.

1 WHY IS THE CHANGE NECESSARY?

Explain the wake up call and the possible outcome if the organization doesn’t change.

Common Reasons for

Change

- USE THIS PRESENTATION TEMPLATE -

POLITICS

SOCIAL CHANGES

TECHNOLOGICAL ADVANCES

ECONOMIC STATUS

CHANGE IN POLICIES AND PROCEDURES

RESTRUCTUTING OPERATIONS

MERGERS

NEW COMPANY PROGRAMS

2 WHAT ARE YOUR GOALS FOR THIS CHANGE?

Define your vision and provide a roadmap for your employees.

JAN FEB MAR APR MAY JUNE JULY AUG SEP OCT NOV DEC

1st Stage Jan - Feb

2nd Stage Mar - May

3rd Stage Jun - Jul

4th Stage Aug - Sep

5th Stage Oct - Dec

Project Kick off Milestone 1 Milestone 2 Milestone 3 Project Close

- USE THIS PRESENTATION TEMPLATE -

3 HOW WILL YOU EQUIP EMPLOYEES FOR THE CHANGE?

Assess and provide what employees need to be ready for the change. They might

need training, orientation, new tools, follow-up meetings, support from

supervisors, etc.

4 HOW WILL YOU MOTIVATE EMPLOYEES TO TAKE PART IN THE CHANGE?

Listen to employees’ concerns, feedback and ideas. Identify reasons for resistance

and invite them to dialogue.

- USE THIS PRESENTATION TEMPLATE -

5 HOW WILL YOU REWARD EMPLOYEES FOR PARTICIPATING IN THE CHANGE?

Be generous in giving a pat on the back and remember to

communicate small victories.

Source: eSkill

Look into performance incentives as well. Performance can improve by 15% with reward offers, and by 27% if employees are rewarded again to continue performing well.

6 HOW WILL YOU COMPLETE CHANGE IMPLEMENTATION?

Use the momentum to implement final

changes

Keep communicating the effects of the

changes

Incorporate the changes to

organizational culture

Get ready for the next change!

Only the wisest and stupidest of men never change. - Confucius -

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