Managers and leaders at some point in time all have to manage and implement some
ID: 384634 • Letter: M
Question
Managers and leaders at some point in time all have to manage and implement some sort of changes. List and describe for specific ways to overcome resistance to change. What specific tools, behaviors, routines can be used in order to help managers/leaders effectively manage change? Provide specific examples. Managers and leaders at some point in time all have to manage and implement some sort of changes. List and describe for specific ways to overcome resistance to change. What specific tools, behaviors, routines can be used in order to help managers/leaders effectively manage change? Provide specific examples.Explanation / Answer
'Change is natural', be it our daily life or the corporate life, this phrase is applicable for everyone and everything. But it is human nature that any kind of change, be it for their well being, is not be easily acceptable. And so resistance to the change is obvious. But as this resistance and reasons for it can be determined from before the leaders find out ways and apply them to overcome the resistance to change in employees. The different ways of overcoming resistance to change are as follows:
- Be prepared for the resistance- It will hardly happen in an organisation that any kind of change is agreed and accepted by the employees. So the leaders will have to expect the resistance and be prepared with ways to handle it amicably.
- Encourage personal tie-ups: The employees working together under a team will feel comfortable and happy about working together if they understand each other on personal level. Any change for them will be easy to accept as they may try to understand the issue in a better way if the personal bond is made with them.
- Understand the reason behind the resistance: There could be many factors that employees have for the resistance they show towards the change.being unaware of the reason behind the change, not being able to perform in the previous changes brought, fear of job security could be a few of them. It is important for the leader to understand the root cause behind the resistance and work on overcoming it.
- Provide leadership support- The role of a leader of the team in implementing the change is a vital one. He not only has to bring the change and communicate it among the employees but also support them in following it by setting an example of himself following it easily.
- Communicating effeciently- Communicating here does not only means that explain the details about the change but it has a wider meaning to it. The reason to bring the change, the positive impact it will have on the employees, job and how effectively it can be adapted by the employees, all these factors have to be discussed in detail. Also any doubts from the employees should be heard n cleared.
- Making the right change- The change implemented brings a lot of difference on all aspects of the company hence, the change brought should be a right one in all ways as a wrong change can leave a negative impact on the employees which will increase their resistance power for any change in the future.
-Use of advance technologies- It is a duty of the leader to implement all kinds of new and updated tecnologies to bridge the gap between the employees and leaders which will create a connectivity to help employees avoid the resistance to change and help the leaders to overcome any resistance that occurs.
Some of the tools that help leaders to manage the change effectively are HP Service Anywhere, Whatfix, Star Team, ChangeGear Change Manager, Rocket Aldon, Darwin's Change management. These are technical platforms which help in implementing the changes in the organisation effectively.
Further to manage change we need to follow a certain path step wise which will be:
-Understanding: We need to have a clear idea in our mind about what the change is and how it will effect the company. Understanding the change can be done through the change curve, Lewin's change management Model, Beckhard and Harris's change model.
- Planning: Once the concept of the change is understood a plan need to be made as to how the change will be implemented. The tools that can be used for it are Leavitt's Diamond, Impact analysis, Organisation design.
- Implementing: After a plan is made for the change to be practised, it should be implemented on the different sectors as required. It can be implemented through the Kotter's 8 step change model and assesment of training needs.
- Communicating: The last step to managing a change is communicating it in the workplace efectively. The different tools used for the same can be Analysis and management of stakeholders, Mission and Vision statements.
The examples of the most effective change management are: The California State University, Santander, Y2K, British Airways, Shell.
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