Conceptualizing and implementing change in the workplace can be a huge undertaking. It can also be difficult for team members to adjust without consistent support and guidance from their leaders.
That’s why we will be sharing how to introduce and manage organizational changes in your organization efficiently and effectively.
What Is Organizational Change?
Organizational change describes the actions taken to intentionally modify a major or minor component of its organizational design for the better. These changes may then impact company culture, infrastructure, and technology.
How To Introduce and Begin to Manage Organizational Changes
It is best for leaders in executive and managerial positions to introduce and manage organizational change in a progressive way. This makes the transition process easier for the team members. I believe these steps will help you implement change effectively:
Evaluate which areas of the organization need change and why.
Gather data related to the proposed change from multiple stakeholders.
Share the information generously across the various leadership teams and stakeholders and get their feedback whenever possible.
Introduce the proposed change to the employees a minimum of 60 days before its scheduled implementation date. Listen intently to the responses and modify where needed.
Carry out a trial period often called a prototype, of the new change if possible.
Learn from the results, modify and implement the new change gradually in well-timed stages.
Four Types of Organizational Changes
Apply four organizational management methods that help create and sustain the organizational changes you desire.
1. Strategic Transformational Change
Strategic transformational change is a large-scale form of organizational change. It involves synchronized modification, and includes business principles and work procedures.
Examples of strategic transformational changes are revamping the mission statement, utilizing cutting-edge technology, and starting new talent training programs.
2. People-Centric Organizational Change
People-centric change affects how the organization is staffed. This type of change could involve redefining the job description of organizational positions. It may also include redesigning some human resources and guidelines or parental leave policies.
3. Structural Change
Structural change consists of significant shifts to the structure of how the organization functions. Some examples include modifications to organizational charts such as the supervision structure, the formation of new departments, and merging with other organizations to offer a wider array of services.
4. Timely Change
Timely adaptive change aims to address immediate issues. They are made on a smaller scale compared to the other types of organizational changes. Examples can involve adjusting to an unexpected staffing loss, responding to a communication issue with the people the organization serves, and modifying initiatives to adapt to new trends.
If you'd like to work with me around effectively managing a major organizational change, contact me directly. I’ve worked with hundreds of organizational leaders to transition from one phase to the next; please see below to read a recent success story from one of my clients.
"For over a decade, Rhoda has been a coach, mentor, and inspiration to me and so many others. Recently, I was faced with a monumental life decision that affected my family and career and Rhoda masterfully guided me through the thought process with such care, grace, thoughtfulness, and wisdom, and the experience truly changed my life. I was specifically impressed with how Rhoda was able to be sensitive to my situation and approach our discussions from all angles.
Rhoda has since followed up with me several times to check in because she genuinely cares about the long-term growth of her clients. I can’t think of anyone better to guide and coach you through whatever issue you’re facing, be it professional or personal. Rhoda is simply the best."
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