Change management is a gradual process of dealing with the sudden alterations or shifts in an organization’s goals, practices or technologies. In order to match with the competition, one must function effectively in a changing environment. Change is inevitable. It is essential to deal effectively with the change, minimize the effects of change and to cope better with change. Managing changes effectively also helps an employee to work in varied environment leaving them with rich experience.
There are multiple models that define the process of the change management
- This is the most simple and easy to apply. It states that the process of change has three steps namely- unfreeze, change and refreeze. The first stage requires the firm to unfreeze their policies and take a good look at how things are currently. This step is also conducted just to be aware of hoe prepared the organization is when it comes to change, also to root out any biases.
- Forceful imposition of change would result in unwanted resentment. There needs to be complete unison in knowing why the change is necessary and would repercussions or opportunities the change would come along with. In simple words, this is a feasibility study.
- It is essential to focus on three elements here when the unfreezing has been completed- Communication, Support and Education is vital at this stage.
- For eg- there needs to be a change in the technology partner, the team who is going to be firsthand experience it, needs to be told why the change has been made, appropriate marketing collaterals need to be furnished to them so that they can adapt to the change. Often it will be difficult for them to accept the change, but feedback here is the key to the destination.
Kotter Theory’s model of change
- This was proposed by the leadership guru, Kotter where in this model is to be used in cases where the chances of accepting the change is meagre.
- It is a eight step model where creating a sense of urgency is required wherein employees are required to gather support in the favor of the change. This requires open and clear channels of communication. The second step is that of creating coalition wherein there is cross pollination of ideas coming in from different teams. After this is completed, it is mandatory for a clearly articulated vision to be in place.
- This will instill a sense of direction to all efforts. The vision needs to be well accepted by all. This can be achieved through communication and feedback. In order to encourage the adoption of the vision, it become crucial to weed out the obstacles that may come in during implementation.
- Reward the employees and folks who have been closely associated in this process. This gives in scope for creation of short-term wins. The entire process of change is a tedious and cumbersome one, however if driven with purpose across the organization, it can do wonders.
A research by Kotter also states that only 30% of firms can fulfil the entire rollout of the process. This is why organizations implement changes unsuccessfully and fail to achieve the intended result. If implemented properly, change management can lead to successful organizational transitions.