So, what really is change management? I am not referencing the change management that organizations may use on the day to day basis when it comes to project work (changes in scope to a project are formally introduced and approved as a change management system). I am talking about asking people to modify their jobs (in any manner).
The change management that I am discussing is the tools, strategies, coaching, and support that your staff, managers, and leaders should be trained in to keep up with the exponential changes that occur in the world. It is the change management that helps your employees to adopt, adapt, and embrace any new or different aspect of their job. When you implement change management, as it relates to the “people side of change” some of the following outcomes may be realized:
(1) Quicker adoption times
(2) Decreased employee turnover
(3) Decreased employee sick time
(4) Increased employee buy-in (engagement)
(5) Increased communication
(6) Decreased fiscal expenditures
(7) Increased sustainability of change
(8) Quicker de-adoption of old practices
(9) Increased team effectiveness
(10) Better forecasting
If you are a company that is trying to stay ahead of your competitors, be innovative, and lead with a completive edge, your employees should be well-versed in change management.
“It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” – Charles Darwin.
Ryerson University has a great overview and guide on the change management that is imperative in this day and age to survive. Click here for this document https://www.ryerson.ca/content/dam/hr/manager-resources/docs/change-management-leadership-guide.pdf
Melody and her team received a CEO award for transformation change in 2003. Work with someone who understands human behaviour. Level Up your employees, managers, and employees.