The change management process includes five key phases: Design, Align, Engage, Implement and Support. These phases involve defining the change charter and sponsorship, assessing the impacts of the change, conducting stakeholder analysis, managing resistance to change, implementing communications and training plans, and measuring and tracking progress.
The objective of Change Management is to maximize the collective efforts of all people involved in an organizational change and minimize the risk of failure of implementing the desired change. In order for change within an organization to be successful, the following guidelines apply:
- Define measurable goals and continually update them
- Monitor assumptions, risks, dependencies, costs, and social issues
- Effectively communicate the reason for the change to stakeholders and those affected by the change
- Create a beneficial training and education program that aligns employees’ skills to the changes being made
- Address resistance to change from employees and help align them to the overall strategic direction of the organization
- Provide personal counseling or training as needed to relieve stress and anxiety related to the change
- Closely monitor the implementation of the change and adjust as necessary
Organizational change typically affects all departments and employees since all organizations are human systems with interdependencies and a shared culture. Therefore, successful Change Management is of utmost importance in order to maintain employee morale and ensure long-term business.
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