However, if you create and implement system that can help you in quick implementation of organizational change process, the probability that you business will fail will be much lower.
I don’t want to go into the complexity of the organizational change process because that complexity brings fear in managers and entrepreneurs. When you look at the possibilities of an simple implementation process it is much more simpler to start and implement such a process.
For many managers and entrepreneurs organizational changes are nightmares. But, if they are focused on the right things and build organizational culture where changes are widely accepted from organizational members, the process of implementation will be much easier.
There are too many causes for unsuccessful processes of organizational changes. Some of the most important reason is resistance to change. In that post, I have presented 28 different factors that cause resistance to change after one year of studies and research in that field. If you have a system that will inform you about sources of changes and check in your case if there is the existence of some of that factors and eliminate them before starting the process you will be on a half way of a successful project.
8 Steps For Successful Organizational Change Process
Let’s see how you can implement organizational change process in 8 simple steps.
- Step #1: Implement the system that will enable you to follow all possible sources for organizational changes. The most important part of the organizational change process is to know what you need to change and when you need to change something. If you know the right things that must be part of the change process and in the right time and place, you are on a half way to implement successful organizational changes. Business intelligence as a process is something that will help you in this first step to implement organizational change process.
- Step #2: Develop a plan that will be used in implementation of the organisational change process. The implementation plan will present an easy to understand roadmap that will lead you to the successful change process. In the plan you will need to answer questions as what you need to change, when you need to change, how you will need to change something and who will be responsible for each step of the organisational change process.
- Step #3: Find all possible factors that can cause resistance to change. In some of the earlier posts about 28 different factors that causes resistance to change you can find ideas where to look for possible sources of resistance. Think about all of them in as something that can occur in your change process.
- Step #4: Start working on decreasing influence of possible resistance to change on the process before you start with the implementation. Before you start with the organizational change process, you must decrease the influence of the factors that can cause resistance to change. In such a way, you can improve the initial plan because you will receive in many cases good recommendations from the organizational members that will resist if they are not included with their proposals in the process.
- Step #5: Start with the implementation of the organizational change process. When you finish with overcoming resistance, you can start with the implementation. Go through all planned activities from step two or updated plan after implementing strategies for overcoming resistance to change.
- Step #6: Celebrate the successful implementation. This is easy and simplest step in the process, but most times it is forgotten from managers. Why you need this step? If the organizational change process was successful, and you celebrate the success with your employees, the motivation and readiness for another change process that can be started soon will be much greater.
- Step #7: Measure the results. Measurement is an important factor in the change process because you will see how the process after implementation influence on overall business performance. If something not goes on a way you have planned, then change it or include it into the next step.
- Step #8: Restart the whole process again. Simply, the final step is the beginning of the new organisational change process in your company.