Some for change and it must be communicated

Some people thrive on change and many do not. Basically,
the way we evaluate change is first and foremost. How it effect us personally? How
we react to change? Leaders face many challenges in today’s workplaces. And one
of the key challenges is to make sure that the many organisational changes that
are occurring are done effectively. Managing change also helps make sure that
the change process stays within budget and keep on schedule. The first thing to
understand and remember as a leader is that resistance to change is not a bad
thing. The organization must get prepared for change and it must be
communicated that the change is necessary and very important for the success of
the company. It is a completely rational response that moves through denial and
resistance to exploration and commitment. There are lots of reasons why people
will resist change. Maybe they’ve has a previous experience with change that hasn’t
gone well. Maybe they are happy with the status quo. Maybe there is a potential
for losing money, and there is an economic threat. Or maybe there is a threat that
they might fail personally or that they might lose status or power. People must
adapt to new ways of working. Our job as a leader is to enact the change in
such a way that our employees move through the process as quickly and as easily
as possible. Leaders can make the process easier and help their employees bear
the change. It takes time to adjust to a new of doing things after months or
even years of routine. The first thing you have to do is to let people know why
the change is needed. These days, there is so much change occurring that people
are often rightly, suspicious of impending changes. But let people know what
was wrong with the old way and why new way will help them. Rushing the process
is likely to cause greater resistance. Set a clear vision for what the
organisation will look like after the change has occurred. Let people see that
you have thought through the long term and short term consequences of the
change and you have evaluated the need for it comprehensively. Tell people when
things are going to happen. Tell them when they are happening and tell them
what you have achieved to date. Uncertainty lies at the root of many fears
about change. So provide your employees with as much information as you can. Making
the change feel like a success will always lead to greater effectiveness than
making it feel like a failure. If people have changed, but there is a
temptation when things get difficult to go back to the old way of doing things.
While you are communicating, make sure you acknowledge and celebrate the small
wins. Of course you will always need to be honest about any setbacks. But remember
your transformational leadership skills. And be optimistic and enthusiastic
about overcoming the challenges. Leaders need to reinforce the change and make
sure that the new way of doing things becomes routine. This will bring the
company back to stability as soon as people accept and adapt to the change. Leaders
make effective change when  they
recognize that resistance is natural. Develop a vision, communicate and
celebrate.