Implement Organizational Change Process in 8 Simple Steps
The organizational change process is something that can bring high-level improvements to your businesses. This process will need to be the most constant process in business life if you want to succeed as a manager or business owner.
However, if you create and implement a system that can help you with the quick implementation of an organizational change process, the probability that your business will fail will be at a very low level.
I don’t want to go into the complexity of the organizational change process. This is because that complexity brings fear in managers and entrepreneurs. When you look at the possibilities of a simple implementation process it is much simpler to start and implement such a process.
For many managers and entrepreneurs, organizational change is something like a nightmare. But, if they are focused on the right things and build an organizational culture where changes are widely accepted by organizational members, the implementation process will be much easier.
There are too many reasons why in many cases change process is an unsuccessful process. One of the most important reasons is resistance to change. In that post, I have presented 28 different factors that cause resistance to change. They are based on one year of studies and research in that field. If you have a system that will inform you about sources of changes, check with your case if there is the existence of some of those factors and eliminate them before you start with the organizational change process, you will be halfway to having a really successful project.
8 Steps For Successful Organizational Change Process
Let’s see how you can implement the change process in 8 simple steps.
Step #1: Implement the system that will enable you to follow all possible sources of 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 your change process and at the right time and place, you are halfway to implementing a successful organizational change process. Business intelligence as a process is something that can help you in this first step to implementing the organizational change process.
Step #2: Develop a plan that will be used when you start with the implementation of the organizational change process
The implementation plan will be 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 do you need to change?
- When do you need to change?
- How will you need to change something?
- Who will be responsible for each step of the organizational 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 cause resistance to change you can find ideas where to look for possible sources of resistance. Think about all of them as something that can occur in your change process.
Step #4: Start working on decreasing influence of possible resistance to change in 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 good recommendations from the organizational members who 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 overcoming resistance, you can start the implementation process. Go through all planned activities from step two, or update your plan after implementing strategies for overcoming resistance to change.
Step #6: Celebrate the successful implementation
This is an easy and simple step in the process, but most times it is forgotten by managers. Why do you need this step? If the organizational change process is successful, and you celebrate the success with your employees, the motivation and readiness for another change process will be much larger.
Step #7: Measure the results
Measurement is an important factor in the change process. It is important because you will see how the implementation influences overall business performance. If something doesn’t go in the way you have planned, then change it or include it in the next step.
Step #8: Restart the whole process again
Simply, the final step is the beginning of the new organizational change process in your company.
