Ten principles of change management

Back to when the chief executives of large companies , and organizations were looking for a simple goal : stability. Shareholders also want to gain a bit higher than expected , respectively. Prices were controlled , people with job security and a good life , and therefore desirable.But today market transparency , a dynamic workforce , a global investment boom and rapid communication has led to the old scenario under study is satisfactory, with a closer look . Today, most industries and virtually " all companies - from industrial giants to small businesses feet - on the common goal of managing the " change " in the past was generally avoid , focus .Program changes , most executives struggle with an unfamiliar and strange encounter . Turnover in most programs in large companies , usually " managers and advisers to adopt best practices and policies focused all his attention to while in order to be successful , it is necessary that the human dimension of change management - in accordance with the organization's culture values ​​and behaviors of members - also their attention. Plans and Programs in itself has no value. Their value through a joint response , thousands and perhaps tens of thousands of employees identified to be responsible for the design, implementation and life has changed in the environment , are.the program has changed ) , time (when change is necessary to run the program ) and the importance of strategies and policies.Some senior managers are aware of this issue and are concerned about it . They are also concerned about preserving the values ​​and culture of the company and develop a sense of responsibility also . Team leadership in the planning , overlook the human dimension often are surprised why they fail, and the best planning goes away .1 - to continually and systematically consider the human dimension : every change and become remarkable and important , for sure , " should be considered members of the organization . The new directors are expected to progress , change , develop skills and abilities in the organization are , while employees become resistant to these issues . Change program with the leadership team to start working with the directors and major shareholders support ends definitely " will have good outcomes with . High data collection , analysis , planning and proper implementation of policies and system redesign as necessary. Change management program should be absolutely " be in line with the planning and decision-making processes more efficient and effective program to be implemented and should be based on realistic assessments about the organization, organizational readiness and capacity to accept change.2 - Find out more on the organization changed since the program 's philosophy is thus to cause confusion among members at all levels are therefore at risk , all eyes will be looking towards the strengthening of the CEO and the leadership team , support, and they are being driven . They have a constant tone and style , they behave as desired . Executive 's performance and their performance as a group is desirable for success in an organization are the best. They put themselves on the path to change program execution to take responsibility . With a full understanding of the culture change program that they are going to introduce them to try to make a pattern .

At every level of the organization, who are trained as leaders and introduced his vision back in line with the company's vision and mission entrusted prepared on behalf of the business organization to implement and enforce change program , to obtain the necessary motivation .First, policies, vision and goals of senior management was determined by 10 , then 60 and 500 Mdyrmyany the issue of change of leadership also took charge of the program . This structure remained stable during the change program and ultimately lead to a doubling of the company's profit was more than anticipated . This method is also suitable method for organizations to be able to identify your future needs leaders .4 - formalize the plan change : People have an innate understanding and intelligence agencies are to be asked and what is required to develop a change ? Whether organizations are moving in the right direction and the right person and the organization's leaders want " to make changes ? Here they look for the appropriate response to the leadership .It is necessary to perform the following steps are done :- Articulate a compelling reason why change is necessary ;- Proven and expressed the belief that the future success of the organization and the leadership team to get success ;- Vthyh determine strategies to guide behavior and decision making .The leaders have a message for the domestic audience in the preparation and planning for individuals to change their descriptions .A packaging company which for years had been struggling with the problem of declining revenue in the company's decision to effectively change the . Thus , 30 percent of the workforce chose to modify the company 's survival . Executive team in several meetings , stating the fact that such layoff is the only way to survive now .After the project , the remaining people in the company , rather than having been determined to be demoralizing to progress toward their best company to work overtime.Doing so requires more than a simple agreement that the adoption is driven by the leaders of the change . This sense of responsibility , often with participation in identifying problems , providing solutions arise and are reinforced by rewards and incentives . The rewards can be tangible , such as financial rewards or be immaterial aspects such as creating a sense of friendship and trust.The design team for 6 months with a team of consultants offering plan worked . After completing the planning, implementation was entrusted to the executive leadership team to run the program , change the resistance . While initially agreed to change the program , but later concluded that the design and planning stages have not had the participation of enough .6 - inform staff: Program leaders often changed by mistake " to believe that other staff as to why they are aware of changes . When a program is effective and useful change would be required on a regular and timely messages to employees said. Have the correct and timely information to employees, there is constantly changing during the course of the program and the feedback will also be given to employees . Sometimes it is necessary to do more through informative done.. He thought differently and yield over 100 thousand employees more than changing the system program needs. Head tax , performance information through the audio posts daily principals and senior staff meetings, training , videotapes , newspapers and meetings in the City Hall implemented . Proper and timely notification and ongoing change program was headed . This results in an increasing number of taxpayers from the lowest number to the highest level , such as the number of customers the restaurant " McDonald's " and most airlines .7 - Evaluation and Assessment Culture : The culture change programs that will be successful at any level of the whole " that matters .change , identifying conflicts and determining the impact of understanding and leaders realized. These marks indicate the values, beliefs , behaviors that are key to the creation of a successful change must come together .8 - identify explicit and precise culture : the culture must be understood as modified in all aspects of the program should be addressed . This requires the development of policies , define and identify full and clear goal or plan for changing the culture and custom .Part of a mosaic of cultures , history, values, beliefs , behaviors and attitudes are shared explicitly . Can change plans involve creating a culture ( in new companies or companies Chndmalkyty ) , fusion of cultures ( in mergers and large firms ) and strengthen (the old companies or manufacturing companies ) is. Be concluded that all organizations have a cultural center - a place of contemplation, action , influence or personal identity - the most effective way to start a culture change.A manufacturer of consumer goods with a certain brand of the business reality requires more focus on profitability and achieving the ultimate benefit . This has caused the enthusiasm to embrace the new philosophy , which is the sales staff to coordinate the activities of sales and marketing , offering incentive plans and programs would be more justified . We can see that the new program brought to the attention of the leaders of this culture are the other members are also into this policy .9 - Prepare for the unexpected and unforeseen issues : the right to change any program " will not be based on planned projects . Humans react to unexpected problems . Necessary for the effective management of change , frequent and continuous study and evaluation of the effects of changes and demands of users and the ability to adapt to change with the next wave .A U.S. health maintenance organization , competitive and financial pressures facing due to inability to react to changes in the sales department . Investigation revealed that the cause of this deficiency in the structure and management of the organization. Thus , the organization decided to implement a new function . A new CEO took over leadership of the team . Action plans were adopted for the speed and sequence of the basic principles underlying the performance of intact and unchanged .10 - Interview with member organizations change organizations and individuals can Drnhad to update. People spend many hours a week at work . Many colleagues consider their second family . Individuals or teams need to know how to change their how they will be organized and what is expected during and after the changes .How their performance will be evaluated and the meaning of success and failure in terms of what the people around them . Team leaders must be Tahdamkan honest and forthright .Against what they see and hear people react and participate in the program are changed . Organizations succeed in persuading employees to accept changes in the organization rewards and tangible benefits such as promotions, honors and financial rewards to offer . During the authentication process of change and encourage employees to act strengthens the organization's commitment.