Organisations must face two main types of change if they are to thrive and succeed within today’s complex and dynamic operating environments. Probably the most easily recognised is planned change – such as mergers and acquisitions, re-structuring, the introduction of new technology, or the implementation of a new Competency Framework.
The second type of change is perhaps less apparent, the emergent and continual changes arising as businesses encounter a diverse range of shifting internal and external forces, almost on a daily basis. These would include for example, new legislation or a need for new skills.
It is absolutely essential that change is carefully managed, whatever its type. The critical element to this is connecting with and managing the people who are bringing about the change and those who are affected by it. This is why change management is only successful when well supported by key elements of an organisationally integrated HR Strategy. (See also Organisational Development and Organisation Design.)
A fully participative approach is required to articulate, co-ordinate and reinforce the broad scope of change and its objective of performance improvement. This provides the opportunity to reconcile the perceptions and expectations of those initiating the change, those whose work will be impacted by it, and those who will be paying for it. This allows for every stakeholder to feel involved and considered, ensuring that all perspectives are taken into account and the real critical factors identified.
Change takes place at several levels – individual, emotional, behavioural, system, process and organisational. Whether through the management of planned change or steering through the “white waters” of emergent change, today’s businesses must actively embrace these opportunities and commit to learn and develop, building the capacity that is so vital to be successful within their demanding markets. Change Management is fundamental to this process.
All of Benson Payne’s services will help your organisation prepare for and manage change. Our experience tells us that some of the most effective in planning, communicating and delivering change are:
To provide further support for those involved in change we also offer: