There's a good number of entire books dedicated to the topic and Wikipedia has its own explanation of the term change management,** **but there's still a lot of haze around the concept, especially when it comes down to stripping away irrelevant or excessive information from it.
As a principle, change management is:
A structured method used by companies when they need to anticipate, face or leverage a change in their business, in the market or inside their own organisation.
You can think about it as guided response arisen from the necessity to adapt to change instead of resisting to it. In fact, as it happens to be true and tested for animal and plant species as well, only a business that can effectively adapt to change is able to survive - and hopefully thrive - in the long run. Especially in scenarios where dynamism is quintessential and inevitable, there's absolutely no greater risk than standing still without shaping up to embrace change, to learn from it and leverage it to become better and stronger.
Thinking about a unique approach and a universally effective method to respond to change is quite a challenging task. Change - by its definition - involves a good amount of flexibility and it's not always predictable, but the world can count on a discreet number of economists and management experts who fell in love with the subject and studied fruitfully on it, providing us with a relevant outlook on the whole point.
There are different schools of thought and each of them presents its own version of the method, however we find Kotter's work to be one of the most well-rounded change management practice available today. If you're interested, here's the official Kotter's Eight Steps Process For Leading Change.
In this article, however, we're presenting our own method, which is intentionally unrefined and raw, because it needs to be open and adjustable for businesses of any size and for different kinds of practical application. The Intelness method is structured around the following five steps.
What consequences of change have the greater impact? What key points in your strategy need to be modified or aligned to the novelty?
Once you know what you need to do on a strategic level, you should set up an execution plan, a step by step process that's going to take the business from the current status to the target status. This process should be time defined, so each step must occur in a specific time frame.
Among your employees, who are the ones who can help propel and actively support your Change Management plan? Make sure they can be accountable for their own function.
Are you getting the results you were expecting? Keep track of any progress, and you'll know how to correct any eventual misstep.
Change is not something that only occurs once and then never shows up again. As Heraclitus said:
Panta Rei. (Everything flows)
Dealing with change management is easier if you have a financial fund set aside for this exact purpose, so our suggestion would be to start destining a small percentage of your revenue, every month, for this fund. In fact, while money could not really make up for a lack of strategy, it can certainly help you put in place effectively the one you have.
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