The usual problem created here is that not all employees are open to change. Studies have shown that workers only accept change if it could improve their situation. However, this acceptance would depend on how change is managed. Change management therefore becomes a big responsibility of business owners and managers. They have to make sure that employees can adapt to the changes in the system to ensure that the company remains on track towards the improvement of productivity.
Let's face it Your company or organization is likely to go through a major transformation at some point. Whether it is in a division, within a function, or across the entire organization, you as a leader will need the skills to facilitate the change and help your business continue to thrive efficiently.
You staff will always appreciate updated equipment and software that will make their lives easier. The only caveat is that you will need to include in your software or equipment purchase, training for those staff who will be using the software. Don't get the equipment or software and assume that the staff will know how to use it. If someone on your staff does, great, you won't have to pay an outside person to train everyone else. But you need to be prepared to make the investment for training of your staff on the new equipment. This cost should be included in your yearly budget. It is not a one-time cost and definitely does not end. So you must be prepared and be vigilant of the changes in the industry related to your business and processes.
Change Management affects public and private sector organisations throughout the world, and has been evolving as a discipline over the past decade. Changes in business can arise internally, for example: from staff or management observing current processes, or from external pressures, for example: government policies.
Similarly, the Change Management formula developed by Prosci, known as the ADKAR Model, also uses 5 steps. As per this model, the steps in Change Management are: Awareness of the necessity for change; creating Desire for the changes needed; sharing Knowledge on how the changes would be implemented; creating Ability for changes to be implemented; and Reinforcement for maintaining the changes in the long run.
This area deals with the people in our organization. How we relate to each other in our work environment and what changes we can implement to make our organization function more effectively. If you are focusing on people in your change management plan, this is not where you change processes. The changes you make, whether in reorganizing your business or department or creating more productive teams lie within the "people" portion of change management.
Even if your company is not expecting a major change, it is always a good idea to have your management personnel complete a change management training program.
Let's face it Your company or organization is likely to go through a major transformation at some point. Whether it is in a division, within a function, or across the entire organization, you as a leader will need the skills to facilitate the change and help your business continue to thrive efficiently.
You staff will always appreciate updated equipment and software that will make their lives easier. The only caveat is that you will need to include in your software or equipment purchase, training for those staff who will be using the software. Don't get the equipment or software and assume that the staff will know how to use it. If someone on your staff does, great, you won't have to pay an outside person to train everyone else. But you need to be prepared to make the investment for training of your staff on the new equipment. This cost should be included in your yearly budget. It is not a one-time cost and definitely does not end. So you must be prepared and be vigilant of the changes in the industry related to your business and processes.
Change Management affects public and private sector organisations throughout the world, and has been evolving as a discipline over the past decade. Changes in business can arise internally, for example: from staff or management observing current processes, or from external pressures, for example: government policies.
Similarly, the Change Management formula developed by Prosci, known as the ADKAR Model, also uses 5 steps. As per this model, the steps in Change Management are: Awareness of the necessity for change; creating Desire for the changes needed; sharing Knowledge on how the changes would be implemented; creating Ability for changes to be implemented; and Reinforcement for maintaining the changes in the long run.
This area deals with the people in our organization. How we relate to each other in our work environment and what changes we can implement to make our organization function more effectively. If you are focusing on people in your change management plan, this is not where you change processes. The changes you make, whether in reorganizing your business or department or creating more productive teams lie within the "people" portion of change management.
Even if your company is not expecting a major change, it is always a good idea to have your management personnel complete a change management training program.