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Donna Atkinson Change or Die
- 1. Change Management-Change or Die Donna Atkinson MAN4900
- 2. “To improve is to change; to be perfect is to change often” – Winston Churchill Change in business is not new —it’s just accelerating due to… ♦ New technology. ♦ Global competition. ♦ Growth & increased complexity. ♦ The result: Change or die
- 3. Effective Leaders will ♦ Embrace change when it’s needed ♦ Develop a vision for change ♦ Communicate effectively ♦ Shake things up by challenging status quo and encouraging others to do the same ♦ Stay Actively Involved by walking the walk and being visible about it. ♦ Direct, Review Implementation of change - continued participation - never done attitude.
- 4. Expectations from Employees during During Change A Sense of loss and confusion Feelings of Mistrust and a “me” focus A Fear of letting go of that which led to success in the past. Employees may try to hold onto the past High uncertainty, low stability, high emotional stress Perceived high levels of inconsistency High energy — often undirected or misdirected Control may become a major issue Conflict may increase — mainly between groups
- 5. Successful Implementation Keys ♦ Leaders have to be comfortable with the change before they can get others to change. ♦ Employees won’t be able to adapt to change that they don’t understand. ♦ Leaders shouldn’t intervene in a situation until they understand the situation. ♦ Leaders must understand resistance is part of the change process. Work with it. ♦ Leaders should address change at all levels to be successful. ♦ Sustainable change occurs in steps. Set your priorities in order and don’t take on too much at once.
- 6. SUMMARY ♦Change Management is very important to business in all industries ♦Leaders must believe in it and help their employees to get on board ♦Sustainable change takes time and should be done in stages
- 7. References ♦ Works Cited ♦ Heck, J. (2011). Business leaders say keeping up with technology is mandatory for success. Wichita Business Journal . ♦ McCallum, J. S. (2001). Adapt or Die. Ivey Business Journal . ♦ Richards, L. (2013, February 1). Houston Chronical. Retrieved February 9, 2013, from Why is Change so Important in an Organization: http://smallbusiness.chron.com/change-important- organization-728.html ♦ Snee, T. (2013, February 9). Change or Die. Retrieved February 5, 2013, from Change or Die: http://now.uiowa.edu/2013/02/change-or- die ♦ Verizon Wireless. (n.d.). Retrieved February 10, 2013, from Verizon Wireless: http://responsibility.verizon.com/verizon-credo/
Editor's Notes
- Capstone – MAN4900 – Individual Research Assignment – Donna Atkinson Change Management – Change or Die My research encompasses the topic of Change Management and why it is important for a company to embrace change management and to adapt a change or die mentality.
- Change is the most important challenge that many businesses face today and the pace of change is extremely rapid. Most companies aren’t facing change very well. Many leaders think they can plan their change management strategy in closed meetings, announce the changes and the give people a few orders, and the changes will be implemented. But that’s not the way it works, and many organizations wait to change until it’s too late. This is happening because companies are not proactive enough in monitoring the environment and can be too complacent about the potential threats and therefore they do nothing. Driving the pace of change in business conditions is a revolution in technology that leaves no aspect of an enterprise—from the workplace to marketing—unaffected. The rapid pace of change attributed to evolving technology has been compared to the industrial revolution in Great Britain that occurred in the late 18th century. Technology is driving innovation and development and changing the way business is being done. Change or Die is more crucial in today’s times than it has ever been before. However with technology changing at such a rapid pace; most business leaders are very aware that technology is essential to their operations and are spending millions of dollars to keep up. Technology development is not the only reason that a company would need to make changes. Another big reason for change is the economy. How can the economy impact the need for change? Because the economy is also changing. And changes in the economy can cause an impact on product demand, on supply, on prices, employment, production, investments, inventory, interest rates and exchange rates / One minute the economy can be flourishing; the next it can be on the brink of a recession. Finance, trade, politics and society complete the change whirlwind.
- If indicators show that your company has lost ground in their product, quality, service, your image, your customer satisfaction, your unit cost and your profitability in comparison with your competitors, this is a big indication that your competitors have found a way to adapt, and are doing better than your company. The faster the pace of change, the more important it is to continually monitor and upgrade structure. In times of rapid change, be especially sensitive to structures that stifle initiative and innovation, frustrate communication and reward process over performance and output. Enterprises ignore structure at their peril; the trouble is, structure is easy to ignore because a poor structure is not as obvious in an immediate crisis. Things a company and it’s leaders should do are to embrace change, develop a vision, communicate, shake things up a bit, challenge the status quo, leaders should stay involved and it’s very important that a company and it’s leaders continue to review the implementation of change and realize that it’s an evolutionary process that in itself will need to continually change.
- In order to gain an edge an organization will not be able to take a leisurely approach. Change needs to be looked at as an opportunity or as a challenge not a threat. The bottom line in business is if you do not adapt, you will cease to exist. With this in mind leaders have to understand that their employees may not understand the need for any change. Employees may go through a range of emotions and leaders have to be prepared in order to motivate their employees. Employees may feel lost or confused, have feelings of mistrust, have a fear of letting go, and feel uncertain. In addition employees may become emotionally stressed, feel that they have lost control and conflicts could arise between employees.
- There are a couple of key factors that will assist in the successful implementation of change. Leaders have to be comfortable with the strategy, if they aren’t the employees won’t be either. Leaders need to try to help employees to understand the change and the need for change. It’s hard to get someone especially an employee to do something when they don’t understand why it’s being done. Leader’s don’t need to be too quick to intervene with the implementation if they perceive a situation is at hand. Sometimes situations work themselves out, or employees are able to grasp new process and procedures by actually doing them. A leader needs to understand that some employees will embrace the change and others are going to resist it. That’s all a part of the process. Leaders should address change at all levels within the organization. And everyone needs to understand that sustainable long lasting effective change will occur in steps. It’s a process. Determine what the priorities are and implement in steps. Don’t try to change too much at once.
- To summarize change management is a force to be reckoned with in business. Change or die is a true statement in the business realm. I really didn’t realize until researching for this project how this topic would impact the way that I thought about change. I’m not a person that embraces change, however my eyes have been opened and I will look at change especially at my job as something to be embraced and learned from.