A business or an organization will always experience a change in structure because times will be changing constantly which means that the management of an organization has to keep up with the times. Of course change is very hard because it will take time for the people inside the organization to adjust to the new way it is structured. It is for this reason that one has to come up with a good organizational change strategy so that things will be able to go smoothly.
Now if one would actually want to implement a drastic shift, then he should expect a lot of resistance from those who do not want. Not many people are visionaries and all the time they would believe that the old ways are always the best ways. However, visionaries are able to see beyond that which is why they would want to spark a change in the first place.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
Now do take note that even after an open forum meeting, the resistance will still be there. So in order to beat the resistance, the one strategy to apply here would be to gather a huge army of followers to swallow up the ones opposing the change. In order to do this, the managers have to start from the people in the lowest chain to the highest and get their support.
Now the very first thing that he should do would be to create a vision involving this new shift. From there, he should ask for the input of everyone in the organization including the ones at a very low position. The key here is to make everyone in the ladder feel like they have contributed something and thus feel like they are part of a family.
The second step would be the execution of the plan which will only be successful if one has gained a huge army behind him. While trying to shift the structure of the organization, one has to give the people his full support so that they will follow him. It is up to the visionary to make the people like these changes.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
One way to help the people appreciate the shift would be to simply show results of the efforts that were made. The thing about human beings is that they will never be fully convinced unless they see that there is even a small result that would benefit them and the organization. As long as one can show some results, then his organizational change strategy is a success.
Now if one would actually want to implement a drastic shift, then he should expect a lot of resistance from those who do not want. Not many people are visionaries and all the time they would believe that the old ways are always the best ways. However, visionaries are able to see beyond that which is why they would want to spark a change in the first place.
The first step in this very strategy would be to first try to convince them that a shift in structure is a need. In the process, one should now take note of some of the things that the opposition would have to say because he can use these points to improve his plan. Now he should expect that even after the meeting, there would still be some strong resistance.
Now do take note that even after an open forum meeting, the resistance will still be there. So in order to beat the resistance, the one strategy to apply here would be to gather a huge army of followers to swallow up the ones opposing the change. In order to do this, the managers have to start from the people in the lowest chain to the highest and get their support.
Now the very first thing that he should do would be to create a vision involving this new shift. From there, he should ask for the input of everyone in the organization including the ones at a very low position. The key here is to make everyone in the ladder feel like they have contributed something and thus feel like they are part of a family.
The second step would be the execution of the plan which will only be successful if one has gained a huge army behind him. While trying to shift the structure of the organization, one has to give the people his full support so that they will follow him. It is up to the visionary to make the people like these changes.
The last step in the process would actually be the refreezing which is the final integration of changes. This is where all of the new policies have already been finalized and all have been executed. Also given some time, the employees and workers in the organization will have already gotten used to the new way of management.
One way to help the people appreciate the shift would be to simply show results of the efforts that were made. The thing about human beings is that they will never be fully convinced unless they see that there is even a small result that would benefit them and the organization. As long as one can show some results, then his organizational change strategy is a success.
