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Managing change is the make or break for successful organizations and their leaders.
Internally, the impact on organizations includes low morale, low trust in leadership, low productivity, and worst of all, low expectations and a lack of confidence in the future.
Externally, failures erode trust in management and drive stock prices down.
Failed leaders can be reassigned, redeployed, or removed from a company, and their failure follows them until they manage a success that offsets it.
Heres how I would approach change:
- Listen to your front-line people
Making your front line an active contributor to mapping a path forward ensures that everyone has bought in and is working together toward change.
- Be aware of the politics of change
Every change is political because there will always be winners and losers.
- Know the organizational priorities.
A leader has to develop a rapport with key people within each boundary by learning what is important to them as individuals and as a group within their respective cultures.
- Ability to persevere
Our ability to correct the course of change, rally the team, and start moving in the right direction will determine success or failure.
in order to manage the change in an organization, the following factors are to be looked up:
1- starting with the top level of people where the leaders of an organization should embrace the change first which down the road will be driven towards the lower levels.
2- show and convince why the change is needed
3- create ownership which demands the leaders to be willing to accept the responsibility for making change in an official manner.
4- Communicate and embed the awareness in people's mind that the change is inevitable and necessary.
5- prepare for the unexpected because no change program goes according to the plan.
