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It is easy to understand
the concept of change management. Let’s take a look at Prosci’s definition: “Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome.”

But once change implementation has
started, things can get so stressful. “Any change, even a change for the better, is always accompanied by drawbacks and discomforts.” Arnold Bennett

Many employees resist change because
of many reasons. Changes to routines More work Fear of job loss Incompetence for new tasks Unhealthy communication Fear of the unknown

But change is important. “It
is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” Charles Darwin Companies may lose their competitive edge if they can’t meet the changing needs of their customers.

In 2007, Nokia was earning
more than 50% of all the profits in the mobile-phone industry. Unfortunately, it underestimated how important the transition to smartphones would be. Remember Nokia’s failure to keep connecting people? FAIL Source: The New Yorker

In 1976, Kodak had a
90% market share of photographic film sales in the United States. It started struggling financially when it failed to keep up with digital photography. Kodak moments have become selfies. FAIL Source: Wikipedia

In 2004, Blockbuster had more
than 9,000 video rental stores. Unfortunately, its retail outlets became outdated with video streaming through computers and phones. No more Blockbuster nights FAIL Source: Wikipedia | US News

So if you want your
business to keep going, remember this: Growth comes with changes.

Successful change management entails a
lot of planning. Here are 6 questions to help you plan for change management in your organization.

1 WHY IS THE CHANGE
NECESSARY? Explain the wake up call and the possible outcome if the organization doesn’t change. Common Reasons for Change - USE THIS PRESENTATION TEMPLATE - POLITICS SOCIAL CHANGES TECHNOLOGICAL ADVANCES ECONOMIC STATUS CHANGE IN POLICIES AND PROCEDURES RESTRUCTUTING OPERATIONS MERGERS NEW COMPANY PROGRAMS

2 WHAT ARE YOUR GOALS
FOR THIS CHANGE? Define your vision and provide a roadmap for your employees. JAN FEB MAR APR MAY JUNE JULY AUG SEP OCT NOV DEC 1st Stage Jan - Feb 2nd Stage Mar - May 3rd Stage Jun - Jul 4th Stage Aug - Sep 5th Stage Oct - Dec Project Kick off Milestone 1 Milestone 2 Milestone 3 Project Close - USE THIS PRESENTATION TEMPLATE -

3 HOW WILL YOU EQUIP
EMPLOYEES FOR THE CHANGE? Assess and provide what employees need to be ready for the change. They might need training, orientation, new tools, follow-up meetings, support from supervisors, etc.

4 HOW WILL YOU MOTIVATE
EMPLOYEES TO TAKE PART IN THE CHANGE? Listen to employees’ concerns, feedback and ideas. Identify reasons for resistance and invite them to dialogue. - USE THIS PRESENTATION TEMPLATE -

5 HOW WILL YOU REWARD
EMPLOYEES FOR PARTICIPATING IN THE CHANGE? Be generous in giving a pat on the back and remember to communicate small victories. Source: eSkill Look into performance incentives as well. Performance can improve by 15% with reward offers, and by 27% if employees are rewarded again to continue performing well.

6 HOW WILL YOU COMPLETE
CHANGE IMPLEMENTATION? Use the momentum to implement final changes Keep communicating the effects of the changes Incorporate the changes to organizational culture

Get ready for the next
change! Only the wisest and stupidest of men never change. - Confucius -

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