Successful change management strategies are essential for a successful project to be successful. Without the right elements, it can be difficult to develop and implement the plans needed for a successful transition. A professional change management consultant can help ensure that you are among the 30 percent of initiatives that succeed. We enable tax and accounting professionals and businesses of all sizes to boost productivity, face change and deliver better results.
Determining the most effective means of communication for the group or person who will join them is key. History has shown us that human beings can often adapt to changes in their environment without problems and even benefit from the changes they once feared. Evaluating the organization is also important, as it allows you to create a map of who is affected by the change and how they are affected. This helps prepare for success by describing the unique characteristics of change and its risks and potential resistances.
The coalition of sponsors outlines leaders and managers who must be actively involved in change and actively participate. Kotter and Schlesinger help calm the chaos by identifying four basic reasons why people resist change and offering several methods for overcoming resistance. Organizational attributes are related to the history and culture of the organization and describe the context in which this particular change is being introduced. The communication strategy should include a timeline for how the change will be communicated gradually, the key messages, and the channels and media that you plan to use.
To help employees adapt to changes in the way a role is performed, mentoring or an open door policy could be established in which management asks questions as they arise. With the message of change in sight, it's important for your staff to know that they will receive training, structured or informal, to teach them the skills and knowledge needed to operate efficiently as the change is implemented. While all employees must be involved in the change process, the first two steps will have highlighted those employees to whom it is absolutely necessary to communicate the change.