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CHANGE CONSIDERATIONS

 

This page last updated on 09 Feb 2010.  All Rights Reserved, 2006.08.22.

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Without over analyzing, we need to consider several aspects when we anticipate Change. There should be a clear strategy to assist Change implementation.  Change need to be planned.  A Change must result in a lasting improvement.  A Change initiative should not be a personal agenda.  The success of a Change initiative depends a lot on the degree of the people's motivation, commitment and support.  Transparency and honesty would help to gain trust, respect and rapport with the people who actually need to make Change happen.

Consider the following and decide if it is correct or not quite right:

  • If a Change Agent cannot assess the situation; he/she will have limited Change implementation?
  • Employees will be more open towards Change; if they can have some influence of the Change about to occur?
  • Employees often resist Change due to misunderstanding, lack of communication, incorrect assumptions and misinterpretation?
  • Group decisions often are not good when applying Change Management?
  • Considering worldwide trends; is a good motivating leverage to lower resistance when conducting Change Management?
  • Employees are more positive and likely to accept Change when their ideas on improvement or change are considered?
  • Not Changing will lead to long term stability, compared to the proposed Change?
  • Change is best introduced if there is a global, overall understanding of the final objectives?
  • Most conflict related to Change is driven by personality differences?
  • Resistance to Change is lower if the drawback of the Change is withheld from employees?
  • On the announcement of a specific Change, the maximum amount of information should be distributed?
  • Employees would accept Change easier if they know that management is committed to the Change?
  • Some Changes are easier accepted, if announced officially, in writing, by senior, executive management.
  • Change Management is about setting up an implementation plan to execute the Change?
  • Employees are more supportive towards Change, should their personality characteristics and behavior be explained to them?
  • Supervisors are more likely to accept a new superior if a formal meeting or proceeding is used to welcome and introduce the new superior?
  • Change can be introduced with a disciplinary warning for any resistance?
  • Change is resisted if the base of the Change is of personal ambition related?
  • Change should be introduced over a long period?
  • The company notice board should be the only method to introduce a new Change?

 


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Understand the 5 Phases of Change and the 4 Characters; expect the unexpected.

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