Steps to Change Management 3

by Nicholas C. Hill

Today’s business landscape reveals ever-changing trends. No one can expect the global marketplace to be the same from one moment to the next. Withstanding constant change requires evolution. Keys to organisational success in our chaotic business world include adapting, mitigating losses, and staying competitive.

According to Kurt Lewin, organisational change is like a block of ice which changes form. To do this, it has to break down, reshape itself, and reintegrate. Published in the 1940s, Lewin’s UnfreezeChange-Refreeze change management model provides you with a framework to withstand change and remain operational.

An essential factor of change management is the support of internal stakeholders. They must buy into the vision and reason for the change. Communicate your goals and plans to your team to get full cooperation from the outset and as you implement the change. The process can be arduous, so your organisation will need all the help it can get.

Open multi-level communication will heavily contribute to the success of your change management process. Furthermore, incentives for your team members, particularly those who contribute to the transition, will motivate them further.

Unfreezing refers to selecting

critical areas you want to develop and making them dynamic. Examine all concerned elements. Examples include policies, protocols, software, and hardware. Then begin sorting the wheat from the chaff. You must identify which ones are no longer applicable and what you need to upgrade or replace. The longer you leave this task, the more chaff you will discover.

Once you have identified which elements need to change, you can begin transitioning from old to new. In doing so, prepare for difficulty. In this step, expect your team to fuss and fight you over the change in process and procedure. Test the new elements you have put in place. Experiment with the new pieces of the puzzle. Some may fit, while others may not. Before committing long-term, you must ensure the change will work as intended.

Once satisfied that your organisation’s newly introduced elements will produce the desired effect, you can re-freeze the water. This metaphor communicates the finality of your work and an expressed decision to maintain the new operations.

Your team will acknowledge this message as the new way forward for the organisation and see the change as conclusive.

Adapting Constantly Leadership is a common theme in all three stages. Remember that your team members make up the backbone of your organisation, so be sure to take care of them throughout the whole process.

To survive long-term in your management role, you need to adapt to our constantly changing times. Invest in change management training to help prepare your team members for the process. This way, they can each familiarise themselves with the new methods you introduce and embrace the new paradigms. 

Develop your change management skills today with Hill Training Ltd. Contact us now: sales@hilltraining.com +44 (0)345 678 9900 leaderadaptation.com nicholashill.com

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