Performance Management

Change Management: Engaging & Creating the Change Environment (E)

Why we need the changes and how we support the changes? How should we initiate, implement and sustain the changes?

Posted: Mar 2010

The first step in the change management process is the engage all stakeholders in the change process. It is necessary to build the sense of need and urgency for change, with setting the clear objectives and benefits of change. Establishing the sense of urgency is important, in order to gain cooperation that will bring the necessary change. 

Many companies are ignoring this step. The miscommunication of need for change to stakeholders may lead to failure in change implementation. Stakeholders that do not understand current situation that do not understand the vision of the change and that do not have clear understanding about the technical aspects will not be interested for change. Instead, they will create the resistance to the change.

The formula of success of the change process says that change have higher chances to succeed in case that multiplication of change factor is higher that the resistance within organization.

D x V x A > R

D  =  Dissatisfaction with the current state
V  =  Vision of what the change may bring
A  =  Action Steps ( technical aspect ) required for change implementation
R  =  Resistance to change

In case that multiplication of three factors is greater that the resistance, the chance is much more likely to take place. If some factor is absent or low, than the likelihood of successful change is lower.

Building the team that will bring to successful change require structured approach and dedication. The responsibilities should be given change process in the hierarchical manner:

Change Sponsor is the person that requires for the change to happen and has the overall responsibility

Change Leader ( Facilitator ) is the person that assign the accountabilities for the change to the members of the  project team.

Change Agent is the person who helps the change to happen within the organization.

The change process should be structured in a formal way. The Change Plan is the tool that defines roles, change project, internal & external change drivers, communication platform and project objectives. 

Related Reading:

Change Management - Introduction
Step 1: Engaging & Creating the Change Environment
Step 2: Building the Change Team
Step 3: Defining the Vision 
Step 4: Building the Communication Plan 
Step 5: Motivating, Empowering and Inspiring for Action 
Step 6: Supporting the Change process