“Change management: the process, tools and techniques to manage the people-side of change to achieve a required business outcome(Creasey)”.In terms of an organization change can be of various ways basically major and minor changes. Major changes can be noted as mergers, new working practices, redundancies and so on while minor changes can be new training courses, new canteen etc.
Changes are done if bumps are seen in the organization and they are in need for improvement. Change can help in bringing betterment to the organization. While change helps in improvement when managed well, if not can lead to the downfall of the organization. At times there can be internal struggle as some people are not ready for new starts and can resist it.
Hence change management in simple words is nothing but the management responsible of the change or management of the change.
There are 3 important frameworks that helps in managing the change in an organization. They are as follows-
Lewin’s Change Management Model
McKinsey 7-S Model and
Kotter’s Eight Step Model Change
Starting with Lewin’s Change Management Model.
This model shows that a change in an organization goes through one static state to another state. The three steps involved in this model are as follows-
- Unfreeze. Some people tend to resist change and by this a sense of identity is attached to their environment. By doing this even if the change or alternatives are beneficial ones, they are bound to cause discomfort. So through this stage one of the main aim is to move people from this frozen state to an unfrozen state. High motivation to the employees will be needed in order to break their resistance. They have to be informed about why the organization needs a change. When the employees are known to understand the cause of the change they are sure to adjust accordingly.
- Transition- in this stage the people know that old methods that they are used to are changing but have no knowledge about the new methods that are taking over. Change brings on new roles for everyone and this might create a decrease in efficiency. With good leadership and training this problem can be solved.
- Refreeze- The main aim of this last stage, Refreeze, is reestablishing stability and making sure people have reconnected into familiar and very safe environment. This stage is when the productivity has reached back to a stable and good level from its very low productive stage.
McKinsey 7-S Model.
The 7S model helps in improving the performance level of the organization, helps during a change, lets the company know about effect due to future change.
The 7 factors are interdependent and are categorized under two types of elements. Strategy, Structure and System are seen to be under Hard elements while shared values skills and styles come under Soft Elements.
- Strategy- helps in building and maintain a competitive advantage over the competitors.
- Structure- structure shows who is to report to whom in an organization.
- Systems- the methods or ways the staff go through to achieve daily objectives.
- Shared values- these are the corporate culture and work ethics that are followed by the company.
- Style- style shows the method of leading the organization that the leader has adopted.
- Staff- the skills and efficiency of the employees.
- Skills- the general skills of the employees who work in the very organization.
Here we have seen how interdependent each an every element is to one another. If one goes out of place it will affect the whole system.
Kotters Eight Step-
Kotters framework helps when an organization is in need for change. 8 steps in the process are as follow-
Step1- Creating a sense of urgency is very important. By identifying potential threats and opportunities and discussing them with the employees will get them talking and thinking.
Step 2- This involves Forming a good Coalition. Here bringing together a team along with a good leader who can control and deal with the needed changes are done.
Step 3- A vision for change is necessary. If a vision is created then the employees will focus on achieving the vision and will be ready for any kind of methods to complete it.
Step 4- Frequent communication of the vision and the challenges will keep the employees on track.
Step 5- this step includes removing all the obstacles by identifying the problem, choosing the right leaders for the change taking quick actions and bringing in new ideas.
Step 6- making quick progress is important. Quick victories small or big will motivate the employees and help in adaptation.
Step 7- Building on the change by looking into the quick victories and finding out what went right and wrong, analyzing and continuing to set goals.
Step 8-Continuos efforts will help in ensuring that the change has a strong place in the organization’s core culture and values. This can be done by recognizing the important workers publicly, including the new ideas during new recruitment and so on.
Change is always needed for an organization. It is seen how a leader or a company can overcome the resistance from the details mentioned above. Change brings upon better innovations and better innovations brings success.
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