Change management has deep roots in history. It first came into the discussion in the early 90s. During the mid 20th century, it had become a clear thought for people and different change models were presented. Kurt Lewin’s three-step change model to Everett Rogers’ book named diffusion of innovations and Bridge’s Transition model, several change models were presented by methodology experts all across the world.
At the end of the 20th century and the start of the 21st century, these models became well known for businesses, and several organizational processes became available. The purpose of every change is to develop something new that could be more beneficial. Change in businesses is essential for moving it with the modern day’s trend. This will make it for your business to survive in the market.
But we know that bringing a change is never an easy thing. It’s not like changing the furniture setting of a house. A strategic change means shifting your company away from its current state and taking it to a new desired stage that could be advantageous in the future. A complete process is required to bring out strategic changes. You have to consider various things before implementing the changes.
The following are the steps involved in a strategic change management process.
Identifying the Need for Change
The first step is to identify why your business or organization needs a change. It might be easy to find the need if your company is losing in some fields. You will have a clear vision in your mind to bring changes at that point. But it would become difficult if your company is doing well as you have to make changes for further improvements.
Monitoring the Behave of Your Employees
The next step is to monitor the behavior of your employees towards the change. It’s human nature to react towards changes. Some of your employees might not like the changes. This might be due to threats produced in their mind regarding this change. On the other hand, some will be happy to see a change. And some are neutral, as nothing could affect their routine.
It’s up to you how you monitor the behavior of your employees. You should develop different strategies and team-building activities to implement these changes.
Presenting a Model to Stakeholders
A large business must have many stakeholders. Some of them might work in the upper management of your business. It’s necessary for you to agree with all the stakeholders. All stakeholders have different expectations towards the company, they want everything to raise the level of “buy-in”.
You should present a solid model of the business that could come into being after changes. While presenting this model, you should keep in mind that it should fulfill the expectations of every stakeholder. It’s a difficult task indeed. You should contact experts such as “Unitive Consulting” to get help in presenting the model and every other step of a strategic change.
Planning is an important step before starting any work. It would help you to provide a complete framework upon which you are going to work. It would also help you to focus on the main stem rather than other expanded branches. It will give you ideas about the outcomes of the changes.
Providing Resources and Data
Implementing the changes would not proceed if your employees don’t have enough resources. Providing the resources is the basic step of a change process. But all the resources will be useless if your workers have no idea how to use them. So you should also provide them with data, according to which they could use the given resources.
Communication could do the trick for the success of any business plan. You should communicate with your employees to motivate them. Communication with stakeholders and customers is also necessary. It would help your company to maintain its existence.
Review and Improve
The last but not the least step is to review or revise the changes that you have made. Nothing could be perfect in this world. So keep on improving by making new changes.
Never forget to celebrate the success with your employees. It will urge them to accept new changes.