BUSINESS: Change Management (09)
Conclusion: steps of a successful change process
- Creating credible managing support: select strong personalities who have visible, public commitment for the change team and support of change
- Establishing a need for change: make clear the reasons of change driven by threats or opportunities (or both), the need for change must exceed its resistance
- Developping a vision: develop a widely shared and understood vision, describe the desired outcome of change
- Mobilising commitment: try to motivate as many promoters and multipliers of change as possible, communicate, communicate, ...., with doubters and opponents
- Handling emotions and resistance: there are no change processes without resistance, work with resistance not against it, re-negociate the psychological contract
- Making change last: celebrate early wins, integrate change initiatives with other key projects and with the actual management practices
- Anchoring the change in the culture: alterations of culture aspects is almost a prerequisite for a sustaining change, be aware of the "hidden rules" of your organization
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Source: G. Müller-Stewens / Ch. Lechner
