The Change Management Process: Linking the Steps to Successful Change
In a world that is increasingly fast paced and ever changing, the change management process is an integral part of any organisation and manager.
Whether planning a large fundamental change or a smaller incremental one, change must be planned and executed correctly and the following change management process will give direction in terms of content needed for successful transformation.
Change is about People
As my old mentor used to say – “It’s about 90% people and 10% tools!”
People are dynamic. They are the hardest things to change – after all, we all have our own systems, beliefs and values. We all change at different speeds and we will only change if we believe in the vision. Changing people means that we have to use our Leadership skills to enable the vision to be successful and that change to be embedded: this means nurturing people through the change curve effectively.
Casualties along the way
For a number of reasons, not everyone will eventually change anyway, but the focus must go on at the planning phase to understand those affected and to also gauge how change ready people are. A simple and unscientific rule, but still a good measure to use, is the 20:60:20 model.
- Try and find the 20% of those affected that seem to be ready for change. These people will help lead and drive the changes necessary.
- Next, focus on finding the 60% - those that will sit on the fence and will follow either the concrete heads (those that don’t want to change) but equally, given the right exposure, will follow the 20% who are the converted.
- You are then left with a model of attack, whereby you have highlighted roughly 80% of the potential business that you believe will change, given the right environment. – Now you can make real progress!
The Change Management Process
The change management process focuses on four stages:
This model will allow...