In order to have success in the workplace at times there has to be change. This is the same whether you are working or leading a team from a home office, a small business, or a large corporation. At times embracing differences can be difficult. There are tips to make it easier for you to have more success however.
Dale Carnegie gives you the way to do this.
Engaging workplace change can be an unpredictable experience because processes and people evolve in diverse ways as they undergo change.
No two individuals will respond in exactly the same way to workplace changes. In the same way, identical changes implemented in multiple areas of an organization can produce distinctly different outcomes. These tips show you how to stay on top of the change engagement process by thoroughly preparing for it, while allowing for various outcomes. These tips allow you to take a structured approach to organizational change and still maintain flexibility.
Motivation for Change
Change begins at the point where the organization finds a motivation for change. Sometimes external issues drive the change, like reorganizations, management changes, relocations, or acquisitions/mergers. Other times, internal forces such as upgraded technology, expansions and growth, or continuous improvement drive the change.
Analyze the Situation
As the organization becomes progressively more motivated to change, leadership undertakes a thorough analysis of the risks and opportunities associated with the proposed change:
What are the potential gains in undertaking the change?
What are the costs?
What are the risks of making the change?
What are the risks of not making the change?
Plan the Direction
Once an organization determines that opportunities outweigh the risks of making the change, it develops a plan for change implementation. Many organizational change initiatives fail because of lack of careful, thorough planning. In this step, the stage is set for the ultimate success or failure of the change. Key elements of the plan must include:
Planning for the impact of the change on individuals who will be most affected.
Planning for the impact of the change on the systems within the organization that will be most affected.
A step-by-step plan for integrating the change into the organization.
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