PAPERmaking! FROM THE PUBLISHERS OF PAPER TECHNOLOGY Volume 7, Number 1, 2021
Whatever tools you choose, the following steps can help you to implement change in a positive way: x Ensure that everyone involved in the changes understands what needs to happen – and what it means for them. x Agree success criteria for your changes, and make sure that they're regularly measured and reported on. x Map and identify all of the key stakeholders that will be involved in the change and define their level of involvement. x Identify any training needs that must be addressed in order to implement the change. x Appoint "change agents," who'll help to put the new practices into place – and who can act as role models for the new approach. x Find ways to change people's habits, so that the new practices become the norm. x Make sure that everyone is supported throughout the change process. Principle 4: Communicate Change Communication can be a make-or-break component of change management. The change that you want to implement has to be clear and relevant, so people understand what you want them to do and why they need to do it. But you also have to set the right tone, so that you get the emotional reaction you're hoping for. It's a good idea to link the changes that you're planning to your organization's mission or vision statements. Not only will this help people to see how the change positively impacts the "bigger picture," it will also provide them with an inspiring, shared vision of the future. Also be sure to practice good stakeholder management. This will ensure that you give the right people the right message, at the right time, to get the support that you need for your project. The ADKAR Change Management Model is a particularly useful tool that you can use to help communicate your change. It outlines five things you should address in your communications: x Awareness (of the need for change). x Desire (to participate in and support it). x Knowledge (of how to change). x Ability (to change). x Reinforcement (to sustain the change in the long term). What Can Prevent Change? Even the best-laid plans can suffer setbacks, so be ready for problems when they arise. Some people may be pessimistic about your plans, so you'll need to acknowledge, understand and address any resistance to change You may even come up against cultural barriers to change. If your organizational culture doesn't embrace change – or even pushes against it – you'll have to find ways to reward flexibility, create role models for change, and repeat your key messages until the mood starts to improve. Which Leadership Style Is Best for Change Management? There's no "one-size-fits-all" approach to change management – so there's no perfect way to lead it. But, in general, it's important to stay authentic and to lead in a way that's right for you. You can also flex and adapt your approach to suit the particular challenges that your organization faces – and the behaviors that you're trying to change. Successful change leaders tend to show the following characteristics: x The ability to build coalitions and inspire trust. x Strong communication skills at every stage. x Emotional intelligence to pick up on resistance to change and acknowledge the personal difficulties that people have with it. x The ability to think strategically and link the change to the "bigger picture."
Article 11 – Change Management
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