Change management requires senior leadership to find ways of adapting the existing way of working or production and delivery of services with a timely, productive response to the need for change. With the implications for the workplace, the workforce and shifts in the nature of the work required to be taken into account, an effective change management process generates acceptance, commitment and positive enthusiasm from all stakeholders.

The inevitability of change

It has been said that change is the only constant thing in life. We live in a world that is constantly changing, economically, technologically, politically, socially, legally and environmentally. The subject of change is enormous. The Chinese word for ‘change’ contains two contrasting concepts—the sense of danger or crisis, and the sense of opportunity.

What are the key things that make change successful?

• Understand the reasons for change – be really clear about why the change is necessary (externally driven- eg political, legislative, economic, environmental) or internally driven (eg innovation, operational, organisational, technology)
• Communicate – Share as much information as you can at the earliest opportunity. Acknowledge ambiguity but listen to, and address concerns.
• Plan – Make sure both the short and long term are addressed. Identify the gap and document the steps. Anticipate what the change means to individuals and groups and think about the consequences. Manage the risks and mitigations.
• Implement – Give proper care to the first step of the transition; it’s not the eventual outcome but the ending that you will have to make to leave the old behind.
• Celebrate previous success. Step two is the ‘neutral zone’, where the old way is now in the past but the new way is not yet fully implemented and so may feel uncomfortable. The final step is the ‘new beginning’ where the beliefs and behaviours to support the change become the norm.
• Review – Develop processes that constantly review and improve the changes that have taken place and help to embed the change.