Change is the one thing that is always constant in this world because humans will always find a new way of doing things. Of course if this is constant, then that means that businesses or organizations will also have to follow the changes as well. Now in order to effectively make a shift in the structure of an organization, it is very important to employ a good organizational change strategy.
Now one thing to really look out for when trying to implement some changes in organizations is that there will always be someone to oppose the idea. These are the traditionalists and they believe that the method or structure that works cannot be changed. However, if one is a visionary and foresees problems in the future because of the current structure, then it is his job to convince the traditionalists.
Now one of the strategies to apply here would be to have a meeting wherein the management would hear the voices of the resistance. There might be some valid points that the management will have to listen to which will actually help the organization be able to grow. The management should take these points and consider them before making the final decision.
Since the resistance is still going to be very strong, then one should now move on to the next part of the plan. While making changes, one will be undergoing the unfreezing stage wherein he has to introduce the changes to the organization. It is at this very stage that he should start gathering a horde of followers.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
After the introduction of the shift, the next step would be the actual execution of the entire plan which is not as hard but still going to be hard. The technique here is to help everyone try to adjust to the shift in structure by providing them with a lot of support. This way, they themselves will actually want to take part in the changes.
The last step, which is also known as the refreezing step, is the final step in integrating the new system. In this stage, all of the policies and rules must already be final and ready for actual execution. Through time, the people will get used to the new structure but the management has to constantly help them go through it.
To complete this organizational change strategy, the management has to show the results to the people. Without any results to show, the people will not believe the change was effective. So if one would want to make changes in structure, he has to make sure that he can back it up with results.
Now one thing to really look out for when trying to implement some changes in organizations is that there will always be someone to oppose the idea. These are the traditionalists and they believe that the method or structure that works cannot be changed. However, if one is a visionary and foresees problems in the future because of the current structure, then it is his job to convince the traditionalists.
Now one of the strategies to apply here would be to have a meeting wherein the management would hear the voices of the resistance. There might be some valid points that the management will have to listen to which will actually help the organization be able to grow. The management should take these points and consider them before making the final decision.
Since the resistance is still going to be very strong, then one should now move on to the next part of the plan. While making changes, one will be undergoing the unfreezing stage wherein he has to introduce the changes to the organization. It is at this very stage that he should start gathering a horde of followers.
So in order to do this, one has to first make a very strong and ambitious vision to spark the people. The next step would be to get the input of every single person in the organization to make them feel like they contributed. If the changer would want to get the support of the people, then he would have to make them feel like they have a big role in the organization.
After the introduction of the shift, the next step would be the actual execution of the entire plan which is not as hard but still going to be hard. The technique here is to help everyone try to adjust to the shift in structure by providing them with a lot of support. This way, they themselves will actually want to take part in the changes.
The last step, which is also known as the refreezing step, is the final step in integrating the new system. In this stage, all of the policies and rules must already be final and ready for actual execution. Through time, the people will get used to the new structure but the management has to constantly help them go through it.
To complete this organizational change strategy, the management has to show the results to the people. Without any results to show, the people will not believe the change was effective. So if one would want to make changes in structure, he has to make sure that he can back it up with results.
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