Organizational changes are the processes that makes improvements in the businesses. They are the one and only constant in the business life. But, in the practice exist thinking that organizational changes and change management processes are something very difficult. However, if you implement some system that can make quickly implementation of the process of change the probability of fail will be much lower.
I don’t want to go into the complexity of the change process because that complexity brings fear into the managers and entrepreneurs. When you look at the simplicity it is simple 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 easier.
There are too many causes for unsuccessful processes of organizational changes. Some of the most important cause 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 half way of a successful project.
- Implement the system to follow sources for organizational changes. The most important part of the organizational change process is to know when to change something and what to change. If you know the right things that must be changed and in the right time and place you are half way to implement successful organizational changes. Business intelligence as a process is something that will help you in this step.
- Make a plan for implementation of the changes. Plan for the process of implementation of the organizational changes presents roadmap to successful change process. This plan must answer on questions as what to change, when to change and how to change something.
- Find possible factors that will cause resistance to change. In some of the earlier posts about resistance to change, I have already noted 28 different factors that cause resistance to organizational change. Think about all of them in the respects about possibilities in your change process.
- Decrease impact of that factors on the process before starting with implementation. Before you start with the process of implementation you must decrease impacts of the factors that will cause resistance to change. In this way, you can improve the initial plan because you can receive a good recommendation from the organizational members that will resist if they are not included with their proposals in the process.
- Implement the process of organizational changes. When you finish with overcoming possible resistance you can start with the process of implementation. Go through all planned activities from step two or updated plan after implementing strategies for overcoming resistance to change.
- Celebrate the successful implementation. This easy and simple step of the process but most times forgotten. Why is this step important? If the process was successful, and you celebrate the success with your employee motivation for another process that will start soon will be much greater.
- Measure the results. Measurement is the important factor in the process because you will see how the change process after implementation impact on overall business performance. If something not goes as was planned to then change it or include it into the next step.
- Restart the whole process again.