Change Model of Management
An organization will always go through various changes in its lifetime. After all, adaptation is one of the key factors in an organizationOs survival. There are several well accepted change models of management. All of them have been scientifically proven to be effective in the management of change.
KotterOs Eight Step Change Model of Management explains that there are eight essential steps in an organizationOs change management. They are as follows:
1. Initiate Urgency: Organizations need to establish a sense of urgency within the employees to effectively
implement change. They should be able to explain
properly why this is important and urgent for the
companyOs survival.
2. Change Team: This team should involve respected
members of the company and department leaders
impacted by the change. They should be able to influence teamwork in the organization.
3. Establish Vision: An organization with a clear vision on how and where it wants to be in the future will be able to direct its employees in achieving its goals.
4. Communicate Vision: The vision must be communicated properly, and employees must be able to understand
it thoroughly, and comply with the
companyOs vision of the future.
5. Empower Others: Employees who feel that they are
empowered by the firm to achieve the vision will be
more motivated to cooperate with the transition.
This creates a sense of responsibility for the employee.
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6. Easy Goals: By creating short-term goals and rewarding employees for achieving it, the company will
achieve the bigger vision in a step-by-step approach.
7. More Goals: After achieving their short-term goals, new ones should immediately follow in order for the
firm to be able to achieve the bigger goal.
8. Embrace Culture: The final step in this change model of management is to permanently institutionalize the
new approaches by embedding them in the companyOs
culture and leadership succession.
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The Academy for Change Management
The purpose of an academy offering courses in Change Management is to position an organization or business to have a competitive advantage, and to develop sustainable success by
continually developing changes in the firm. The academy must be designed to challenge, develop and inspire the management team of any stage. The courses offered in Change Management must enable the student to have knowledge on how to manage change effectively.
He must also be trained by the academy to oppose the resistance of the employees, and to motivate them. The academy for Change Management is expected to produce managers that have the most advanced skills is management.
People who are interested in enrolling in the academy must look for one that offers different benefits upon completion of the course. The students must be able to identify the activities that need to be done for each phase of the change. They must be able to build rapport easily with everyone they interact with; and learn to have an understanding of the effective methods of communication.
They must also be motivated by the academy to be their very best, and must be able to manage their state.
The concepts proposed by the future manager must be made to add values to the activities within the organization. In looking for the right academy to enroll in, try to consider the factors stated above, because the choice of academy will tell what kind of manager the person will become in the near future.
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The Certificate for Change Management
Change is constant and inevitable in any organization. When people take a Change Management training program, it is necessary to award them for their achievement. A person who successfully finished and passed the course may be regarded as an effective agent of Change Management. HeOs learned how to influence change in an organization, both in his and other peopleOs actions.
The certificate given to him is an acknowledgement that he took a program that provides him knowledge about Change Management, an understanding of the changes within an organization, and the skills he must learn to facilitate the development and implementation of the changes successfully.
People awarded the Change Management certificate must have the following abilities:
L Able to plan for the Change Management implementation.
L Evaluate and prioritize the cost, the benefits, the impact, and the risks of the changes that are proposed.
L Have the ability to organize the Request For Change or RFC.
L Prepare for the meetings of the Change Advisory
Board.
L Agree and justify the proposed change models and
standard changes. The building, testing, and implementation of the change must also be supervised.
L Be able to handle any back out for changes that
failed.
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L Be aware of the tools that support the implementation of Change Management, and determine how to
make improvements.
The certificate for change Management is only awarded to those people who are determined, and posses the qualities of a competitive Change Manager.
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The Risks a Change Management
Consultant Faces From His Own Clients
You usually associate clients as being necessary for your change management consultancy business to prosper D after all, no consultancy can survive if there are no clients. But, did you know that a change management consultant can suffer harm from the clients themselves?
Here is how a client (and his representatives or subordinates) can sabotage the efforts of a change management consultant to initiate and establish an effective change management program in the clientOs organization:
First, all seems to be proceeding normally D the change management consultant is hired, he identifies the causes of problems that crop up when the changes are being initiated, and proposes a program that will resolve this situation so that the changes can be properly carried out
