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Change Management Framework

People often say that there are only two things that are inevitable; death and taxes. Well, they surely forgot about change. Just hearing the word “change” can make you feel scared and excited at the same time and it’s similar in the workplace. In reality, you don’t have to feel scared of change if you have the right change management framework.

Change is important for growth but, just like all other things, you have to calculate the probable outcome of this change. As business leaders, there are a lot of change management models you can apply in the workplace. You can try McKinsey & Co.’s 7-step framework or the Stir Change management model. These are tested methods that have been proven effective.

However, opportunities for change often come bespoke to your current needs. So planning your own framework may be more convenient than following models to the dot. All these frameworks boil down to simple steps. More on that below.

Things to Consider in Making a Change Management Plan

You don’t have to look at change like a brick wall that’s about to hit you. Rather, look at it as a transformational event that you can dissect. These questions will help you see the smaller details of change so it doesn’t intimidate you.

  • Who or what caused the need for change?
    • From this first question, you can get a grasp of where the origin arised. This will tell you what parts of the organization will be affected by the change.
  • Why do we need this specific change?
    • Assess the gravity that this approved motion would cause. Will this affect team members? Processes? Customers? Just from these simple questions, you can determine if you should proceed or abandon the idea. 
  • What are the risks?
    • Naturally, change is paired with risks. This is where you can expect and manage the effects of the probable outcomes of this transition.
  • What are the benefits?
    • Where there is risk, there is a probable reward. By answering this question, you will see the possible future your company gets through this change. Assess if the risks outweigh the rewards, or if the change is worth it.
  • What’s the cost?
    • What resources would you have to forego in order to realize the change? Do you have the right resources to do so? Is it currently achievable and realistic?
  • Who is accountable?
    • Someone must be responsible in ensuring that the proposed change is realized and it goes smoothly. Aside from that, the person must also be certain of the continuity and sustainability of the effects of this change.

Frequently Asked Questions

  • What are the types of change management?
    • According to Citi. There are three types of change management; Transitional, Transformational, and Developmental
      • Transitional Change is the replacement of something that already exists into something regarded as new. A good example for this is a company’s transition from using time cards into a more technologically advanced biometrics.
      • Of the three types of change, Transformational Change has the most impact. The effects of this type of change resonates to the deeper levels of the business even up to the core purpose. One good example of this is Samsung’s change from a fish company into a multi-billion dollar electronics company.
      • Developmental Change is the simplest and most common type. This is when a company continuously improves on their current abilities. A sales team that has improved their quality of selling has undergone developmental change.
  • What are the levels of change management?
    • In business, change management is classified into three main levels:
      • Enterprise level – In this level, the whole organization is affected or involved with the change. Restructuring an organization is a good example of this. 
      • Project Level – This level of change affects a certain group within an organization. it could mean a merging of two separate groups or a transfer of function in the departmental or group level.
      • Individual level – This level is more personal in terms of whom it affects. Employees that undergo change in this level often needs help in adjustment. A good example can be a lateral promotion or shift in responsibilities.
  • Change management v.s. Management change
    • Change management is the science of proactively and reactively responding to a need. Management change means a change in leadership.

Change Management Process

The need for change constantly arises with or without warning. It’s important to know the basic process of change management so you can prepare for the inevitable. Here are the steps in the change management process.

  • Brief the Organization of the Proposed Change – Letting the company know about the change gives them an idea of what to expect. This will build a sense of security and trust towards the process. 
  • Create a Plan – Set clear goals on what the change should achieve and how it would do so. This way, you can see how the organizational change will flow. It also lessens the fear of change.
  • Implement the Change – Apply the proposed change 
  • Ensure Sustainability – Trial and error is part of change, in this step, you can adjust your plan accordingly to fit to your set goals.
  • Create a Post Mortem – Gather and analyze data from the change you’ve implemented. This becomes your empirical proof if your proposed change was effective. 

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