Change management can be framed in a business strategy.
Change management is a process that is developed to achieve a positive transformation in an organization . Its purpose is to successfully implement those measures that aim to promote improvement or adaptation.
Beyond the specific actions that are carried out, change management can be considered a dimension or facet of organizational culture . The concept is linked to strategic planning focused on adaptability , innovation and continuous improvement.
It should be noted that the notion of management refers to being in charge of the organization and administration of an entity. The idea of change , meanwhile, refers to a modification or a conversion.
Change management concept
Change management is what is carried out to promote the assimilation of reforms and minimize resistance to them . In today's world, with the constant advancement of technology and digital transformation , contexts are constantly changing, making the ability to adapt is essential in companies and also in people.
All institutions, of course, function thanks to human beings. Due to the anguish generated by uncertainty , men and women tend to show resistance to change , a situation that is reflected in corporations. That is why leaders are needed to manage each change process and promote organizational development from the grassroots, working with human resources.
Only with awareness of the need to implement changes or adapt to them is it possible to face new challenges. The change leadership assumed by a manager or manager must be aimed at creating the right environment to prepare and promote the transformation.
In a company, change management may require a cultural transformation.
Step by step in an organization
Managing change in an organization requires compliance with a series of stages. The initial step is to establish what objective you intend to achieve. Then you must design the plan that will allow you to reach that goal.
In the next phase, the leader has to communicate the vision to the work team. It is essential that it be precise and that it manages to generate commitment in others, for which it is valuable to have an already defined communication strategy .
Change management continues with the training of those involved before the implementation of the designed procedures. Finally, an impact analysis of the change must be carried out.
Specialists recommend setting short-term objectives within the framework of the change process, since this as a whole can be very long and complex. With intermediate missions, it is easier to stay motivated .
Another issue that experts point out is the need, sometimes, to introduce "changes in change." That is to say: you have to be willing to review what has been done since the project cannot always remain unchanged.
Change management sometimes requires process reengineering.
Managing change at the individual level
Managing change at the individual level involves managing stress . As we already indicated, people often reject modifications due to a lack of certainty, which is why emotional intelligence is required to understand the importance of updating and adaptation in personal development.
The fear of losing something, not understanding what is intended, having a different point of view or even personality are factors that can function as obstacles to change. Transcending them, in general, is unavoidable to move forward.
Within an organization, individual change has to occur in a coordinated manner so that teamwork is carried out efficiently and effectively. Conflict management also comes into play at this point.
Beyond the corporate level, today it is essential that workers are able to adapt to changes. They must be resilient to face labor flexibility and a job market that does not usually provide stability.
Types of interventions
Change management can be carried out with different types of interventions . Although it can be considered a general change that covers all aspects of a company, the tasks must be focused on specific issues.
Thus, there is change management that is applied to people, as we noted previously. Likewise, change management must focus on products, processes, strategies and other areas or elements.
In all cases, there are questions that must be asked before taking action. It is essential to be able to answer what needs to be changed, why, for what, how and when, for example.
The ADKAR model in change management
There are models that function as formulas or guides for change management. One of them is the ADKAR model , whose name comes from five words in the English language:
- Awareness ( awareness ): El individuo debe ser consciente de la necesidad de cambio.
- Desire ( desire ): La voluntad de participar en la transformación.
- Knowledge ( knowledge ): Saber cómo hay que cambiar.
- Ability ( ability ): Destreza para implementar el comportamiento deseado.
- Reinforcement ( reinforcement ): Respaldo del cambio.
It is understood that, by complying with the points of the ADKAR model , change management in an organization has a greater chance of reaching a successful conclusion.