In any business or organization, a certain level of change is definitely inevitable simply because humans live in a changing world that will not stop for any person or for any organization for that matter. It is because of this that the management has to make sure that their organization keep up with the times and would adapt to the changes of the world. Of course in order to do this, one has to come up with a really effective organizational change strategy so that the organization may succeed.
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.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
The hardest part of executing this type of plan would be the first part because of the resistance. This state is known as the unfreezing state and it is the stage wherein the management has to let the people in the organization know that they are about to make a shift in structure. It is also here that the management has to start gaining support from the people.
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.
The second step would be the execution of the plan which will only be successful if one has gained a huge army behind him. While trying to shift the structure of the organization, one has to give the people his full support so that they will follow him. It is up to the visionary to make the people like these changes.
After the gradual implementation of the plan, then the last step would be to integrate the new system into the organization. With all the policies finalized and ready for implementation, a new structure will now form. It is now up to the management to continue helping the people inside the organization adjust.
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.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
The hardest part of executing this type of plan would be the first part because of the resistance. This state is known as the unfreezing state and it is the stage wherein the management has to let the people in the organization know that they are about to make a shift in structure. It is also here that the management has to start gaining support from the people.
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.
The second step would be the execution of the plan which will only be successful if one has gained a huge army behind him. While trying to shift the structure of the organization, one has to give the people his full support so that they will follow him. It is up to the visionary to make the people like these changes.
After the gradual implementation of the plan, then the last step would be to integrate the new system into the organization. With all the policies finalized and ready for implementation, a new structure will now form. It is now up to the management to continue helping the people inside the organization adjust.
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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