Leading Change: What Managers Should Know

Change management is the organized approach and utilization of knowledge, tools, and resources to handle change. It involves defining and embracing corporate strategies, structures, procedures, and technologies to manage changes in external conditions and the business environment. Effective change management goes beyond project management and the technical tasks undertaken to introduce organizational changes and involves leading significant changes within an organization from the perspective of people. The main goal of change management is to successfully implement new processes, products, and business strategies while minimizing negative outcomes. If you understand your role and the expectations that come with it, clarify your vision, communicate effectively, and hold yourself and others accountable throughout the process of change, you can successfully face even the most disruptive changes.

In addition to managing organizational change initiatives from the perspective of individuals, human resources professionals must keep managers informed about any applicable labor laws and the possible legal implications of the various types of change. According to a survey by Robert Half Management Resources, poor communication tends to impede organizational change management efforts, and 65% of the managers surveyed indicate that clear and frequent communication is the most important aspect of leading change. As initiatives for change have become more frequent and widespread, the importance of managing people through change has gained credibility. AlignOrg Solutions has developed specific strategies to help leaders assume the role of managing change. The second phase of the manager framework focuses attention on action measures to guide teams through change. To develop an agile work culture, organizations must follow a systematic approach to managing major changes.

An effective way to combat managerial resistance is to provide them with the tools they need to identify and resolve their own resistance. The global research and consulting firm Gartner reports that the average organization has made five business changes in the past three years and 73% of organizations expect more change initiatives in the coming years. According to a Towers Watson survey, only a quarter of employers maintain the benefits of change management initiatives. To support their employees, managers must recalibrate their expectations, at least in the short term. Managers' resistance to change is especially common if there is a history of failed changes in the past or if managers don't know why the change is taking place.

This failure rate is often attributed to factors related to human resources, such as incompatible cultures, management styles, lack of motivation, loss of key talent, lack of communication, decreased trust, and uncertainty about long-term objectives. For example, while 55% of leaders considered that the changes met their initial objectives, long-term change management initiatives were only successful 25% of the time. Help staff members adapt to change through training, preparation, and guidance. Manage questions and facilitate a smooth transition. To ensure successful implementation of organizational changes it is essential for managers to understand their role in leading people through periods of transformation. By providing clear guidance on expectations during times of transition, managers can help employees adjust more quickly.

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