Change management skills are essential for making the change management and project management effective and efficient.
In this blog you learn about different change management skills which are required for the process of change management and also learn how these skills helps you.
Whats in it
- What is Organizational Change Management?
- Changing Structures
- Change Management Skills
- Check Your Change Management Skills
- Responsibilities Of a Change Manager
What is Organizational Change Management?
I described change management as:
- An emergent profession;
- An interdisciplinary profession;
- A developing profession.
An Emergent Profession
Change management is undoubtedly an emergent profession in the sense that no one set out to invent it.
Also, The rapidly changing demands on the organizations in the 20th century and the beginning of 21st placed a premium on effective organizational change management.
So, success in delivering organizational change initiatives has been patchy at best.
Also, the research has been started to identify the range of factors that predispose an initiative to succeed.
An Interdisciplinary Profession
A need has become absolutely clear for people with a particular range of knowledge as well as competence to help organizations apply these insights effectively.
For this reason, change management is also an interdisciplinary profession.
Furthermore, Insights about successful change draw on a wide range of academic research and practitioner expertise and require active interfaces with many other disciplines.
Firstly, A major restructuring of an organization is usually run as a carefully managed project.
Secondly, A clear vision for the new structure must be sponsored effectively at the senior level.
Therefore, The machine metaphor fits this type of change well, and the process can be managed using Kotter’s eight steps.
Typical key requirements are:
- Building a partnership between the sponsor, project and change management teams also.
- Careful selection and training of those who will lead within the whole new structure.
- Ongoing support for the new leaders as the new structure settles in.
- Secure communication and training to support all whose working environment will change.
- Effective coordinated support and advice from Human Resources (HR), Organizational Development (OD), Learning as well as Development (L&D).
Change Management Skills
This blog shares insights and practices that lead to these improvements in success rates, especially:
- Firstly, The need for the organization’s executive leadership (or an equivalent local group relevant to more localized change) to define and understand deeply: – the nature and impact of a proposed change; – the organization’s capacity and capability to undertake it.
- Secondly, The importance of clarity about the various ways in which the organization expects to benefit from the change.
- Thirdly, The way that stakeholders are identified and strongly connected to the change through a variety of communication practices.
- The way that change and project management practices are aligned and managed makes them appropriate to the organization’s size as well as its structure.
- Moreover, How individuals and teams can be supported through the change by good leadership, appropriate training, and great facilitation.
- Furthermore, the Advocacy of best practice across the organization, supported by effective information gathering, relevant case studies, and application of lessons learned from past change initiatives.
Five Factors Likely to Influence an Individual’s Response to Change
The Nature of the Change
This factor includes issues such as the scale of the change, the values underlying it, the perceived purpose it is seeking to achieve, the speed with which it is applied, and whether or not it is part of a series of changes.
The Consequences of the Change
Firstly, For most people, this will not be an abstract question but a practical one: ‘How will this affect me?’
Clearly, change that will have a greater impact on the individual – positive or negative – is likely to evoke a greater response.
The Organizational History
Fundamentally this factor is about accumulated trust. Individuals will consider past changes and consider that the organization has a good or bad record of implementing them.
Types of Individual
Firstly, This relates to the personality and current motivations of an individual. People with different MBTI profiles or different learning preferences will respond differently to change.
Those whose ‘basic needs’ are satisfied and secure will respond differently from those for whom this is not the case.
The Individual History
The way people have experienced previous changes will also have an effect on how they respond to further change. Hence, Some will have built confidence, strength, and resilience through their experiences of change, others will have felt damaged by them.
All these factors will have a different impact on an individual’s openness to change in general. These factors will also influence the individual’s resistance (or otherwise) to a particular change.
Check Your Change Management Skills
You should check your Change Management Skills by answering the following questions-
- Put together a project team with representatives from different workstreams, including change management, whose contributions are essential to successful project delivery. This is the first activity ever for the project manager in the set-up phase.
- Did you encourage and support the project manager to invest time in developing the team and working with them to build their change capability?
- Change managers can also advise project managers on how to establish a relationship with their team members before the team begins to meet as a group. Or else, they may not feel connected to the rest of the project team or may feel put upon, resulting in a lack of commitment to the project.
- Did you receive good support from your senior executives for changes that you want to implement?
- Create a plan for change for your department and team, and you let other departments deal with the impacts as they choose.
- Did you communicate successes throughout the organization, so that everyone understands the positive impact of a change project?
- When change is happening, did you expect people to continue to perform at 100%
- When you are successful with a change project, you declare victory and move onto the next project.
- We aim to make existing change management knowledge, both accessible and practical. So always consider it during the process.
- Did you make people comfortable with changes before you decide if any training is necessary?
- Did you assess organizational factors such as culture, values and management style
- You are developing the competencies needed to deliver the change, including utilizing skills from other business areas, recruiting into your own team, and developing stakeholder skills.
- Did you build awareness and support for the change in the organization?
- Did you make sure that the key individuals are convinced that change is needed because the rest of the stakeholders will usually come on board?
- When you are implementing a change project, you set achievable, short-term targets, because when the targets are achieved. The achievements motivate people to persist and keep trying.
Using change management skills for developing a change management plan
Throughout the change planning, there will be a set of typical recurring actions that contribute to change readiness. Therefore, a change management plan is a good way to document these actions and ensure they are carried out.
As each organization and change is different, a ‘one size fits all’ change management plan will not be successful. However, there are some key areas that will need to be covered in all plans. These include:
Who they are, why they are important, how they are going to be engaged with, and how often.
How will the communications be targeted to different audiences, what channels will be used, and when, how feedback can be obtained.
How sponsors, the change team, and the change agents or middle managers will be supported and effectively manage the implementation and embedding of the change.
What activities can you plan to communicate the need for change and increase buy-in?
What are the expected types and reasons for resistance, and how these will be dealt with?
In short, How key stakeholders (including users) can feedback their thoughts and ideas about the change and approach to implementation, and how this will be fed into the change planning.
How you will know that your change interventions are finally working.
Responsibilities Of a Change Manager
The responsibilities of a change manager are similar to those of a project manager.
A change manager must execute the same tasks, albeit within the limitations of the workstream scope:
- Agree, manage and update the plan;
- Monitor progress and report against the plan;
- Allocate work to individuals within the team;
- Manage the work of and utilize resources in an efficient manner;
- Maintain a cooperative, motivated and successful team;
- Keep records/logs of the risks, issues, dependencies, and assumptions.
Required Change Management Skills
- Deep Inner Resources
- Personal Leadership
- Emotional Intelligence
- Strong Interpersonal Communication
- Effective Influencing, Negotiation
- Conflict Management Skills
Having the skills to deal with personal emotions and actions, while managing the emotional fallout and challenges of organizational change, requires deep inner resources and self-discipline.
Developing skills in personal leadership as well as emotional intelligence equips change managers with the resources required to manage themselves more effectively and, importantly, lead others by example.
Moreover, The development of strong interpersonal communication, effective influencing, negotiation, and conflict management skills, mean they have a wide range of personal approaches and strategies for dealing with diverse groups of people at all levels of the organization.
These skills give them the flexibility and confidence to deal with the tough challenges that arise during any change initiative.
In this article you learn how to Influence an Individual’s Response to Change, how Change Management Skills Improving success rates, and also learn how Good Are Your Change Management Skills? Hope you like this article.
There are the change management skills that you must have-
1. Deep Inner Resources
3. Personal Leadership
4. Emotional Intelligence
5. Strong Interpersonal Communication
6. Effective Influencing, Negotiation
7. Conflict Management Skills
There are some key areas that will need to be covered in all plans. These include:
3. Developing skills
4. Building support
1. The nature of the change
2. The consequences of the change
3. The organizational history
4. The type of individual
5. The individual history
No, it is not, and if you read this blog, you can learn so many skills in a very short time.