Changes can be difficult for employees, so it's important to have a plan to help them through the transition.
Change managementhas many benefits. Some of these benefits include improved communication, increased productivity, reduced stress, and improved decision-making. The proactivity of organizations in dealing with change will determine whether or not a company is able to adopt a new process or system.
Therefore, for companies, change management helps to accelerate transformations and, as a result, to make this capacity a hallmark for the future. It also reduces incidents that could affect the economic efficiency of a project, enhances internal relationships and communications, and reinforces the sense of belonging of human capital. Many companies spend so much time planning for change themselves that they neglect the people who will be affected by it. In this context, adapting to and managing change has become a fundamental skill for facing the present and the future.
This will provide you with ways to improve the implementation of changes in the future and to involve your individual employees in the process. By focusing on the impact of change, you can anticipate problems and eliminate or reduce them before they arise. At the same time, it is essential to properly manage feelings of resistance to change to avoid negative consequences, both for employee frustration, emotional instability and stress, as well as for the decline in organizational productivity, non-compliance with objectives or the bad environment, and to consolidate rapid, effective and lasting change. Organizational success comes from being able to change with market or technology changes, or sometimes even from being able to change for the sake of change (if the status quo no longer works).
Regardless of the type of change you want to make, change management gives you greater control over the entire process, a process that typically involves a costly investment and implementation plan. This means that, instead of addressing problems as they arise, we try to change things on the fly. The change management process is the way to move from point A (the current state) to point B (the desired change). The value it has for you as a change management professional may be clear, but you'll need the support and acceptance needed to manage business change.
In addition, it is a clear indicator of professional leadership because organizations need leaders who are also agents of change. For example, people-centered changes often benefit from emotion-based change management models, such as the Kübler-Ross change curve or the Bridges transition model. The goal is to bring together people who share the same vision to involve them in the process of change. The ADKAR model is based on five key results, whose objective is to limit resistance to organizational change.