3 Easy Techniques For Successful Change Management
Change management is a challenging task in all types of projects. In this article we present how to apply three useful change management techniques that will assist you in order to achieve smooth transition in your projects.
- Emphasize the self-interest to each stakeholder
To better cope with the changes, you could apply the always winning self interest approach – emphasize everybody’s self interest from the new behaviors. This basic approach of showing self-interest is frequently applied in our life (like parents to kids). Applying this method in the change management will provide you three tools towards successful adoption of the change proposals.
- Talk with the clients early
When you face an initiative for a big change – you should talk to your clients. The conversation will lessen the transition process and will uncover the hidden risks and emotions. In order to facilitate these talks – you can invite a mediator (i.e. a third party), who will represent an honest and independent position.
- Involve experts in the project
When the change initiative is weakly exposed – it could lead to a potential major risk. If you involve major stakeholders, project analysts, and subject experts during the change initiative talks – you will fulfill two very important goals:
- You will get an early glimpse of the impact, and also relevant feedback on the required changes – obtained just in time.
- You will get enough time to prepare for changes and to prepare the team required to implement the changes.
- Talk with your employees
Aside from the clients – you should also talk with your people and to uncover their feelings about the changes. On this way you will discover the changes’ impacts to yourself. These talks will also show the team members that their opinions are valuable and welcomed. During the talks – you could ask questions, such as ‘will this change succeed?’ and ‘what will be the negative impacts of the required changes?’
- Be more specific
The purpose of the changes should be to improve the general condition of the project, to bring some innovation, or to increase the productivity. But in achieving of these desired goals, there will be periods of uncertainty along the way. These periods could lead to annoyance, doubts, and woes among some employees. The influence of these personal concerns can even spread to the experienced (senior) team members.
To intercept this vagueness, you will have to be more transparent, especially with the employees that will face the changes directly. You will have to explain them the purpose and the reasons for the changes, in order to overcome these ambiguity issues. You should also provide a set of tools for concerns and issues to be uncovered and discussed. Taking these steps will bring a respect for you and the project, inspiring your people to support the change. Your team members will not just accept the changes, but will dedicate themselves to cope with them, and will participate in preventing the project failure or abortion.
You could face the vagueness and uncertainty in the following areas:
- Scope – high number of over-lapping goals, you don’t have clear success metrics, you don’t have resources and time to fulfill the goal;
- Processes – blaming among the team members, frequent change of the important team members, the origins and the consequences are weakly described;
- Situational – unclear issues and problems, unstable data, conflicting information;
- Relationships – vague hierarchy, not well-defined roles and responsibilities, unfairness and inequities in the team.
- Encourage employees to make changes
Project changes can bring stress for many people, and you’ll have to undertake steps to avoid major project failure. You’ll have to lead the process, involve strong employees as exemplars, and also encourage team members to accept changes. In some cases – you will have to put large efforts during the change management.
You should explain to the team members that the project development is a flexible process and new changes can be allowed to appear and become pleasant. You can encourage your employees on a daily basis. You could apply these techniques to encourage people to overcome the change – initiated stress:
– “We should change the old system even without these change requests”;
– The team members that will implement the change will get some benefits;
– When the new process will start functioning – some daily procedures in the organization will be improved;
You must point out the importance of teamwork as it relates to the required changes fulfilment. When you mentor – you must show an example, especially with the right behaviors. You have to give the people opportunities to try new ideas. Do not introduce penalties; instead provide corrective feedback and prove your trust in all team members.