Principles for Managing Change, Essay Example

Select the three principles you believe are most important to follow when managing change and describe why you feel these are essential

The three principles for managing change seen as most important from the list are:

• The thought process and relational dynamics are fundamental , if change is to be successful
• A clearly defined vision of the results enables all people to define the most efficient path for accommodating results
• The more input people have in defining how the change will affect their work, the more they will take ownership for the results

The thought process of individuals towards change has to go through three phases in order for successful results to be achieved according to Bridges, and these are the letting go of the old ways, and the old identity they had, a going through of an in between, when the old is gone, but the new isn’t fully operational, and a coming out of the transition, and making a new beginning. (Bridges, 2003)

It is vital that individuals relate well to the dynamics of the three phases, while in the working environment and even while at home, because it will help them to eventually release themselves from the former ways of doing things. They have to eventually accept the fact that the change is meant for their as well as the organization’s good.

The moment the process begins there will be a dynamics that will impact on them which will entails the good about the old ways, and the uncertainties regarding the future, but with effective management, by their leaders, they will emerge embracing the change.

Every change must have a vision and objectives behind it, and it is imperative that this is communicated to those that will be affected by it.

The outstanding innovators among the world of pharmaceutical companies says Drucker, define their goals as a new drug that will make a significant difference ton medical practice, and to patient’s health. (Drucker, 1977)

Communicating effectively the vision behind the proposed change, can galvanize the energies of everyone to accept it and work towards achieving successful outcomes. Failure by leaders to make it plain for all to see and appreciate, especially how it will affect them, will only hinder the change management process, and lead to frustration.

When people are involved in the planning for change according to Lippit, will enable them to understand the change, gives confidence towards management that they are not trying to pull a fast one, and also make use of the contribution of those intimately involve in the process. (Lippit, Langseth, Mossop, 1985) He also went on to say that these people should also be involved in the implementation stage of the change, because many times the action skills essential for success rest in the hearts of the silent majority. (Lippit, Langseth, Mossop, 1985)

People, who are made to participate in any change efforts, will truly feel connected to it, and will work to ensure success, because they somehow feel responsible for the end results. These three principles therefore, are most important to the successful management of change. This is because, if the thought process and the related dynamics are not working, and people have no idea where they are going, and are not involve in the planning and implementation process, then the change management objectives will be a failure.

Describe some specific techniques that can be used to manage change in an organization. Explain how these are consistent with the principles you selected

The best technique to manage change has to involve the people, the purpose of the message, the communication skills involved, and the environment that the change will take place in.

Changes brings organizations into states of transitions, and in order to manage them, there must be the total involvement of all employees, in the planning stages, there must be communication and feedback, the effects of the change on the working environment must be measured or evaluated, trust should be built into the environment and problem solving techniques should be a regular part of the process. (Lippit, Langseth, Mossop, 1985)

Once the change has been implemented with the workers involvement, early successes must be communicated, to create a positive environment, where greater participation may be realized. (Lippit, Langseth, Mossop, 1985). It is very critical hat the effects of the pros and cons of change on the working environment be discussed, because when workers who are set in their ways, realize what is happening, and were not prepared for it, they may offer tremendous levels of  resistance to the change. Leaders, who are also able to build trust among their working teams, will always have more conducive climates to introduce new ideas, and manage the change, because their words and actions are taken seriously.

Change therefore can be successfully managed if these principles are constantly utilized, with some modifications where necessary, because in many environment change is always a constant. However, the whole process cannot go forward if the thought process and the relationship dynamics are not first addressed, because change must begin their before there are any outward manifestations.

Reference

Bridges, William, Managing Transitions, 2nd edition, 2003, pp4-5

Drucker, Peter, People and Performance, 1977, p.150, Harper and Row, New York, NY

Lippit, Gordon, L., Langseth, Petter, Mossop, Jack, Implementing Organizational Change, 1985, Josey-Bass Inc., San Francisco, CA.

www.lynco.com. The Twelve principles of managing change, 05/12/10