CHANGE MANAGEMENT PRACTICE

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Introduction

Change is inevitable and managing change is one of the most challenging tasks for an enterprise. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change.

Responsibility of Managing Change

Responsibility for managing change is with management and executives of the organization they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to 'step back', and be non-Judgmental), and then to help people understand reasons, aims, and ways of responding positively according to employees' own situations and capabilities. Increasingly the manager's role is to interpret, communicate and enable - not to instruct and impose, which nobody really responds to well.

In most of such cases, companies involve an outsider or consultant to get this done. CTPD Management Consultants is proved itself as a leading change agent for large firms in this region.

Process of Change Management

CTPD Management Consultants suggests three broad phases for Change Management:

Phase 1: Pre-Change Planning

Define all changes need to be done

Prepare Change Management Team

Assess the effect of Change on Department and funnel down to people

Develop blueprint of Change Management Plan

Brainstorm all possible resistance that unearthed

Resistance Management Plan

Phase 2: Change Implementation

Positive communication of change to people

Collect and analyze feedback

Diagnose gaps and change it

Implement corrective actions

Phase 3: Post-Change Assessment

Audit the repercussion of changes on organization, customers and people

Corrective Action Plan