I've just been tasked by my MD to develop a change management programme for our managers. I am looking at change from two angles: 1) helping the managers to manage the change process and communicate the changes effectively and 2) coping with change themselves. Any advice would be greatly appreciated.
Margaret Taylor
4 Responses
change managment
Hi Margaret, I see you’ve been handed a can of worms!
Change is a peculiar thing, people either love it or hate it. Those who love it see opportunities those that hate it see threats often through misunderstanding what is happening and why it needs to happen, which relates to part of the first angle you mention. Going thro change is very personal to all, especially for the company. It may change the company beyond all recognition from the outside, on the other hand it could just make it far more effective without any observer actually noticing. I guess this is one the key questions, WHY? Why is change required?
I have seen a variety of consultants brought into a company to implement change. They had a top flight firm to brief and attempt to convince the directors that it was a good thing. Then another firm to explain how to do it and lastly a third firm to show how to do it. It was left up to me to devise a way of implementing the change based on what I had observed. There are so many barriers to making change a success that an essential ingredient to ensure barriers are broken down is honesty; from, but not exclusively, the Directors. Without this communication will fail, morale will fall, and the end result will be company that has gone through a great deal of anguish for nothing.
I have been instrumental in dealing with change some forced and some strategically planned as a consultant and catalyst. In fact it was as a result of the change management programme referred to earlier that made me decide to set up my own consultancy business. I knew how to implement change and how not too.
If you would like to talk further Margaret, e-mail me at [email protected]. I would like to help you in anyway I can.
Regards
Vernon Simmons MCIPD
PS I am also an IiP advisor.
Change Management
Margaret
I work for a company which specialise in
change. We help to change cultures, teams, attitudes and behaviour at any and every stage of organisational transformation. Please feel free to call me on 015394 88333 if you would like to discuss approaches we have found effective in achieving change.
Regards
Bridget
People need to want to change, it cannot be forced on them
Hello Margaret,
What a challenge!! Like Vernon I have been subjected to a variety of different approaches championed by Consultants over the years, all with varying degrees of success (or not)
The theory surrounding change is pretty straightforward and understandable. Often the “what needs to change” can be determined, and the “why we need to change” can be explained, but it is the ”how we actually do it” which people struggle with.
Having recently facilitated a number of Change workshops within a £2bn turnover Retailing Organisation, I am now convinced that Change cannot be dictated “from the top” although support from those in Senior positions is paramount.
People must want to change and they need to be helped with determining what and how they need to change, but at the end of the day they have got to do it for themselves and not be told to change by others.
The workshops I facilitated also comprised of a cross-section of people from different functions and different levels. The objective was to create change advocates across the business who would be good role models for others to follow.
I now operate independently, if you would like to know more you can view my website on http://www.brianperry.co.uk or you can ‘e’ mail me on [email protected] or give me a ring on 01327 844634
Regards
Brian Perry
We have a unique approach to change management with case study e
Hi Margaret – our approach to change is to first understand what is happening in everyone’s minds, and then to help those minds accept the changes in a positive and motivational way. The programme is flexible, you can have as much or as little input from us as you need. Where our approach is unique though is in the way everyone can experience the future, really! Please call me if you want to know more. Nicola Dawson, Oddball Training 01273 298356