Leading Change Management

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Change management is a structured approach to deal with the human dynamics of any type of organizational change. It’s about aligning your people to new values, processes, procedures and behaviours needed to deliver on a desired result.

In most organizations change management only happens at the top of the house, then a persuasion campaign tries to convince the rest of the organization that is the right course of direction hoping for implementation and the behaviour changes to happen organically. This way is fundamentally flawed.

Change management cannot be left as an afterthought. It needs to be woven into the solution forming process from the very beginning. Engagement immobilization is absolute prerequisite to any new direction being undertaken in any organization. If you leave it out early on it will come back to bite you definitely with lack of alignment and integration issues when the masses get hold of it.

Leaders need to solution form at the very beginning in more collaborative ways. They need to involve everybody that matters, everybody that touches a challenge, to ensure that there’s no false assumptions, there’s no guessing at interdependencies that are incorrect because one incorrect assumption can result in much readjusting, much rejigging and can cost you a lot of time.

What I’m getting at is this: Individuals are not equipped to match the variety the complex challenges pose, nor are small teams. Filling in the gaps after you’ve already made a decision takes time, creates frustration and ultimately can make the whole solution incorrect based on one wrong assumption and that can take months upon months of time to rectify. However, if you bake in the change management in the actual solution forming process itself as in you involve the thinkers and the doers, you’re much better positioned for success.
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Steven Saunders explores how to lead effective change management.
 
Change management is a structured approach to dealing with the human dynamics of any organizational change. It’s about aligning people to new values, processes, procedures and behaviours needed to deliver on a desired result.
 
In most organizations, change management begins at the ‘top of the house.’ Next, a persuasion campaign takes place to mobilize the rest of the organization and promote organic behavior change.
 
This approach is fundamentally flawed.
 
Change management cannot be left as an afterthought. It needs to be woven into the entire solution forming process, from the outset. Engagement and mobilization are the absolute prerequisites to motivating change. If you leave them out early-on, they will cost you, with interest, later on.
 
Leaders need to approach problem solving in more collaborative ways. They need to involve everybody that matters, everybody that touches the challenge at hand.
 
And that’s because individuals and small teams are not equipped to match the variety that complex challenges pose. Filling in the gaps in your thinking after you’ve already made a decision takes time, creates frustration, and can render your solution obsolete.
 
When you bake in the change management in the actual solution forming process itself, as in you involve the right thinkers and the doers, you’re much better positioned to lead successful change.

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