Change management is the process of transitioning an organisation or staff to a planned future e.g. policy and procedure, roster pattern etc. It requires a structured approach to help align the staff with the change.
In its simplest form, change management involves helping teams to understand what the change means for them, and helping them make and sustain the transition while working to overcome any challenges involved. From a management perspective, it involves the organisational and behavioural adjustments that need to be made to accommodate and maintain change.
Successful change also requires staff to adapt to and work effectively in the changed environment. If staff understand the benefits of change, they are more likely to willingly participate in the change.
To make change happen, you need to:
- Have a clear vision – communicate to staff why the change is too occur.
- Model the way –action plan, timeframe, review plans with staff.
- Have pressure for change – state the urgency, timeframe to work towards for implementation.
- Have capacity for change – resources required, staffing profiles, roster pattern.
- Formulate actionable first steps – gap analysis
- Reinforce and consolidate – follow up with staff regarding the change, feedback and issues.
Leaders beliefs and behaviour are crucial when they lead change, both for themselves and their staff.
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