Change Management
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“To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly.”-Henri Bergson
For change to become effective, it has to be approached in a wise way. Change management is, thus used as a systematic approach to deal with change. A somewhat ambiguous term, change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects.
The need for Change:
- Employees become disinterested in the current state and the future state.
- Employees begin arguing about change and the direction of the company.
- Employees revert back to the old way of doing things.
- Changes are not fully implemented.
- Active resistance emerges and sabotages the change.
Change, the very word brings fear and insecurity in the mind of the employees. So, change should not be imposed on people otherwise it may have negative impact in the organization. It requires thoughtful planning and implementation. Successful adaptation to change is as crucial within an organization as it is in the natural world. Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently. There are examples of this sort of gradual staged change everywhere in the living world. Also, certain types of people - the reliable/dependable/steady/habitual/process-oriented types - often find change very unsettling. People who welcome change are not generally the best at being able to work reliably, dependably and follow processes. The reliability/dependability capabilities are directly opposite character traits to mobility/adaptability capabilities.
It is very necessary to understand the mindsets of people to manage change. Planning, implementing and managing change in a fast-changing environment is increasingly the situation in which most organizations now work. Dynamic environments such as these require dynamic processes, people, systems and culture, especially for managing change successfully, notably effectively optimizing organizational response to market opportunities and threats.
Managing Change is a challenge for business leaders today as it may lead to waste of resources also.So,change should be used as a tool for helping people through change so that the desired business results can be achieved. Since,"change is the only constant”, organizations need to take measures to manage change systematically so that it benefits the organization.
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