Change is an important process that an organization can take in addressing issues, improving performance, and strengthening organization structure(Doppelt, 2017). Therefore, change management is a crucial discipline that aims at preparing and supporting people to successfully embrace change in the effort to steer the company towards desirable outcomes. Although change is a unique thing that might differ from one entity to the other, research has shown that several actions can prove vital in influencing people through their transitions. It is only through change management that organizations can have a structured approach that supports human resources to move from their current situations to future states.
Organizations can engage in several activities in the fulfillment of the change process. Companies might want to participate in mergers, increase sales, implement personnel policy, or to set up a new business model. All these require change management to come to reality. Administration has a vital role in defining the required change and ensuring that they come to reality. In furtherance, change management can be viewed as a systematic approach that assists a company to deal with transformation or transition with regards to processes, goals, and technologies. Three important aims of change management include effecting change, adapting to change, and controlling change (Doppelt, 2017). Also, the success of change management will depend on whether the managers are cognizant of how the adjustment will affect the systems, process, and employees within the company.
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As part of the implementation process of the change management, there must be a process whereby the change is tested and also implemented. Communication and documentation of the change will follow respectively. Documentation is a significant pillar of change management for two reasons. First, it ensures that there is a basis for audit in case there is a need for a rollback and secondly, it fosters compliance with both the internal and external controls. There have been questions on the necessity of change management in an organization. Studies have shown that the emphasis on change management today has come due to the difficulty that has come about as companies tend to put rapid and constant improvement as part of their work. Change is a special aspect of an organization that managers must view as an extraordinary event (Schaffer, 2017). Therefore, it calls upon unique skills and techniques to ensure that successful transition occurs.
Leaders have an important role in the process of change management. First, they have an obligation of clarifying the vision and effectively communicating it to the subjects. As such, the leader will hope to ensure that the people aim at working towards achieving the organization’s vision and mission in the long-run. However, the communication needs to occur frequently. Leaders must remain connected with the employees throughout the change management process. Lastly, they should stay transparent and accountable during the entire change process. Leaders should be keen to revolutionize their thinking process. They should not view change as an occasional disruptor but rather as part of the management job. Leaders' perceptions are mainly built during the change process, and hence, managers must remain keen to avoid questioning of their leadership abilities.
In conclusion, change management is a process where a structured people employ structured approaches to embrace transformations or transitions. Companies are always in a move to seek for better opportunities and deal with challenges. Thus, leaders must take a center-stage by looking at change as a unique thing that requires management qualities to succeed. The three important aspects of change include the systems, processes, and the employees, all of which must be impacted by the strategy.
References
Doppelt, B. (2017). Leading Change towardSustainability: A Change-management Guide for Business, Government, and Civil Society . Routledge.
Schaffer R. (2017). “All Management Is Change Management”. Harvard Business Review. Retrieved from: https://hbr.org/2017/10/all-management-is-change-management
