The competitive and dynamic business environment requires a consistent change in business models as a way of enabling the organization to maintain markets shares and conquer new ones. Leaders often find themselves in positions of leading changes that can be challenging to implement. Therefore, the leaders have to adopt some strategies and actions for effective change management processes to be realized.
First, the leader must communicate effectively on the need for change and the strategy being implemented for change. In essence, the management needs the support and goodwill of all employees within the organization. However, the leader can achieve this through effective communication to the followers (Finch, 2012). Therefore, communication will enable the employees to understand both the importance of change as well as their unique role in the entire change process.
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Secondly, the leader should engage all the relevant stakeholders within the change process. The leader must identify them whether they are the senior management, team leaders, junior employees, or other entities that will be affected by the change (Finch, 2012). The input and support of stakeholders are critical to the success of the organization, as they will contribute various skills and expertise to process. Moreover, they hold key roles within the change process. Therefore, involving them from the planning phase will facilitate the success of the change initiative.
Thirdly, there is a need to remove all obstacles to change before implementing the change. All the people affected by the change must be involved in the identification obstacles that could negatively influence the change implementation (Albach, Meffert, Pinkwart & Reichwald, 2014). After the identification of potential obstacles, the leader must adopt significant measures to avoid the obstacles identified.
Overall, change is a critical component of an organization’s operations. For a leader to be effective in leading and managing change, he or she must effectively communicate the change, engage relevant stakeholders, and identify as well as remove obstacles to change.
Reference
Albach, H., Meffert, H., Pinkwart, A., & Reichwald, R. (2014). Management of permanent change-new challenges and opportunities for change management. Management of Permanent Change, 4 (1): 3-21.
Finch, E. (2012). Facilities change management in context. Facilities Change Management, 7 (1): 1-16.
