3 Principles of Change Management

Organizational change management is vital in today’s economy, which focuses on mobility and adaptability. Change management involves careful planning and implementation, but also step by step feedback from people who can tell you if your actions are having the intended results or need to be adapted rapidly.  In order to succeed, change needs to be measurable and realistic. And, in order to succeed, you should take into consideration the following principles:

1. Management support

The management needs to show it supports change, in order to stifle potential resistance to change. No one is comfortable with change, which is why management needs to act as leaders and take point in embracing the changes. At the same time, they need to be aware of the fact that everyone in the managerial team is having a hard time getting used to change – which is why any disputes need to be understood through the prism of the stress everyone endures.

2. State your vision

People will question the need for change. This is why the management should have an answer prepared. You need to explain convincingly why change is needed, what the goals of the present process are. Secondly, you need to provide a set of rules that might help them understand and cope with change better. Third of all, you need to adapt the message to each department or category of employees in order to ease their uncertainties. This will make them understand that they are working towards a better, stronger company.

3. Be prepared to adapt your plan

Nothing ever goes as we expected to. What you’ve predicted will happen during board meetings is not what will actually happen. People are the great unknown in any plan, and their reactions can make things easier or harder. Additionally, you need to be able to swiftly react in order to compensate for external events. Basically, the success of any plan is ensured by continuously and effectively checking whether the plan progresses as it is expected or not.