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22 Key Aspects of Managing Change Leaders Must Consider

Posted: 1st October 2015

change mgt

 

Change has become so prevalent within organisations that it has almost become the norm. Here is a rundown of some of the important themes that every leader would do well to consider:-

  1. Focus and clarity of vision
  • Is this clear?
  1. Good leadership
  • Is required more than ever; employees will look to leaders for guidance and support
  1. Communication
  • It is imperative that communication is ramped up so that every person who is affected knows exactly what will be happening and why
  1. Involvement and collaboration
  • Change programmes are more likely to succeed should employees be given specific agreed upon roles within the programme, and then be held accountable
  1. Manage your assets
  • Make the best use of the people and resources you have at your disposal eg, by putting the highest performers on the most demanding tasks
  1. Different reactions
  • Each reaction will be based upon the level of resilience that an employee has. Remember that some employees will be comfortable with change while others will be scared
  1. Fundamental needs must be met
  • While much focus will be placed upon the change programme it is important to remember that the fundamental needs of employees must still be met
  1. Consider the loss curve
  • All employees will experience a feeling of loss and confusion before coming round to acceptance and a knowledge that they can move forward
  1. Expectations must be met
  • Promises, expectations and commitments must be met
  1. Deal with fears
  • And changed into a belief in the vision
  1. Create urgency
  • Wherever possible to combat stagnation and procrastination
  1. Form a coalition and create a dialogue
  • Have a powerful coalition that can drive the change and ensure that there is a dialogue with the entire workforce
  1. Remove obstacles
  • Wherever possible make the journey as smooth as possible by removing any and all obstacles
  1. Build on the change
  • Build incrementally until you’ve reached a winning position!
  1. Anchor changes in culture
  • By creating short term wins
  1. Incentives
  • Provide incentives where necessary or pertinent
  1. Assess present situation clearly
  • In order to reach a goal, you must know what your starting position is
  1. Identify the current capabilities
  • Have a clear idea of what your team is capable of and what may need to be built upon
  1. Identify current mind sets that must change
  • And identify a strategy to change them
  1. Engage with the workforce at the earliest opportunity
  • And set in motion that communication strategy!
  1. Break down programmes into initiatives
  • Create responsibility for each initiative and build incrementally
  1. Leaders ensure that frontline staff feel ownership for change
  • Delegate responsibility while also providing leadership

If Managing Change has become a critical issue in your organisation, consider attending Managing Change – Enabling Organisational Transformation run by Michelle Sutton of Investors in People Scotland in conjunction with Edinburgh Chamber of Commerce.

Further details of the course which runs over the 26th and 27th October can be found at this link.

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Business Comment is the Edinburgh Chamber of Commerce’s bi-monthly magazine. It provides insight on Edinburgh’s vibrant business community, with features on the city’s key sectors, interviews with leading figures and news on new business developments in the capital.
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