The world we live in is fast and ever-changing, hence the society in which corporations and firms operate is thus also changing. The new terms that the new social structure has created, require the companies to be adjustable to new tendencies. This is a bigger challenge for some than others, which is why it can be fruitful for an organization to use different management tools, to optimize the change.
Why is change good?
Change is not good if you only change for the sake of change! If you have something good, which is working and giving good results for the company, there is no reason to change it. However, it is important that the management of the company does not rest on the laurels or be content with the successes of the past. If you do so, and fall in the trap of resting on your success, you might very well not see many more in the future. Hence it is a good idea to have different tools and models to make sure that your company is not missing out on invaluable opportunities.
Change is on one hand frightening and on the other hand a beautiful thing. If your company is ready for change and continuously makes sure to be updated, change can become your best friend.
How can you facilitate change?
If a change should be implemented in your company, the first factor that can influence this, is the culture of the concerned company. The people in the company is the ones who have to lead the change into the world. Therefor it is important, that you as manager, emphasizes the importance of change, and that it is okay to try, to fail, to succeed, because they will all add value to the company’s knowledge.
Second it is important to structure the change, so that you at all times have the possibility to monitor, and see if the change is moving in the right direction. Furthermore your employees will handle the change differently, no matter how much you have tried to affect the culture. John Kotter, a international accepted change management guru, has divided the change process in 8 steps, which can be helpful to follow, and a way to make sure, that the change will be a success:suits
Create a sense of urgency
Form a powerful coalition
Create a vision for the change
Communicate the change to stakeholders
Remove obstacles
Create short term wins
Build on the change
Anchor the changes in the corporate culture
Following these eight steps will secure you most of the way. But remember that change should not give you a headache, change should be good. Embrace it, and most likely you will experience great development in you firm
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