Top 10 Tips for Effective Change Management
As HR and L&D professionals, we must all be aware change is a constant.
Recent research, including that conducted by the CIPD, has focused on the significance of VUCA, an acronym used to describe the dynamic state of the external environment within which organisations sometime struggle to survive, and standing for Volatile – Uncertain or Unpredictable – Complex – Ambiguous. (Click here for example)
Recent CIPD (Next Generation) and other research articulates a stark message to organisations: evolve, adapt and anticipate the need for change or risk going out of business. Some recent examples highlight the veracity of this message – think of Nokia and the implications of Apple’s iPhone!
Okay, so we’ve got the message – but get this – 80% of change initiatives fail to achieve their stated objectives (CIPD 2010). So, for your consideration, here are my thoughts on the top 10 key requirements for successful change management:
- Define the aim of change broken down into objectives where appropriate – What are you trying to achieve? Why is change essential? What will successful change result in?
- Conduct a ‘force field analysis’ (Lewin) to establish what will can enable and what might inhibit the effort towards change - see here for example
- Choose the right team to manage the change programme (CIPD 7C Model)
- Examine experience of previous change initiatives – What worked – What didn’t work? – Take account of key learning in the current change programme
- Create a compelling vision of change – create a story that maps out the change journey – identify the ‘unique selling points’ (USP’s) of the change (Kotter’s 8 Step Model and CPD 7C Model)
- Conduct a stakeholder analysis – Identify potential supporters and potential blockers – Encourage support and find ways to overcome objections
- Create a clear change (project) plan – identify key milestones, reporting points, project ‘critical path’
- Communicate – Consult – Communicate – Consult (as much as is required)
- Identify, communicate and celebrate success – give particular focus to ‘quick wins’ (Kotter’s 8 Steps – Step 6)
- Review and evaluate throughout the change programme – Capture key learning to build into the next change initiative (CIPD 7C Model)
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