Talk Project Management  /  change management Series , Topic Series  /  Best practices for Change Management

Choose the right change agents: Some genuine people who have the stake and skin in the game, secure communication and collaboration and problem-solving skills and ability to set priorities and keep the members engaged and moving forward in the ballgame

Make the change desirable: Help employees understand the difference by discussing the problems with the current system and soliciting advice in making the transition successful.

Make the change relevant by presenting a big picture, thereby outlining the vision, mission, goals, and organizational objectives, illustrating how this change will help achieve them.

Communicate the change at all levels, don't ignore any stakeholder or group

The time it right: Don't do changes all of a sudden, go in an incremental way

Iron out the challenges before release, making people experience more smooth

Recruit help from within to manage the Change: Identify "Change Ambassadors" with a charismatic personality who widely respected across the teams

Fully integrate the change, thereby helping the employees adapt to the changes faster and making positive influences on them, always helping them out in the journey.

Keep monitoring and review, encourage the team and provide feedback to the team

Allow time for people to absorb and digest the change.

To Summarize:

A coordinated system of five key roles works together to bring about change in an organization. Of the five positions, two are employee-facing because employees want to hear from them:

  • Executives and senior managers
  • Managers and supervisors
  • And three are enabling roles who orchestrate change activities behind the scenes:
  • Change management resource/team
  • Project team
  • Project support functions

Employees can successfully make their transition when each of these actors fulfills their role in the context of a holistic, planned change management approach. And it is through the collective impact of successful individual transitions that the organization achieves its change objectives and realizes the enriched future state its strategic leaders envisioned.

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