Creating Sustainable Change – How to create and sustain change?
April 3, 2025
Who doesn’t like change and who doesn’t want to change? These are certainly truisms in the 21st century landscape where businesses proclaim their commitment to change and exhort their employees to “Be the change you want to see”. However, having a vision and mission statement that commits to change is different from actualizing the change.…
Corporate Planning in Earlier Decades Manufacturing Firms In manufacturing firms in the earlier decades, one of the most sought after role was to work in the Corporate Planning Function which was staffed with the Créme De La Créme of Employees trained in Management and skilled with longer term orientation and insights into how the future…
The contingency model is an extended version of Lewin’s three step in which Dunphy and Stace (1988, 1992 and 1993), explained the process of change from the transformational organization perspective. Dunphy and Stace (1993), put forth a situational or contingency model of change, which emphasized on the fact that organizations should vary their change strategies…
Successful organizations evolve at lightning speed for remaining competitive and gaining a winning edge across the industry. This can be fulfilled by building the adaptive mechanisms and proactively dealing with the environmental pressures and responding to the changing needs of the present times.
By adopting a holistic approach, visionary leadership as well as support from the people and identifying the triggers of change and innovatively responding to the triggers, organizations can effectively address the challenges involved in the entire process of change management.
Effective change management involves a systematic approach which facilitates an understanding of the bigger picture instead of just the functional parts. Change Management is future driven and must include the strategic and tactical elements for realizing the futuristic goals of any change program.
Key factors which are involved in the effective change management process have been described below:
Moreover, senior management plays a crucial role in setting up the desired systems and processes in place, establishing the required operational framework and help in establishing the functional departments for implementing change successfully at various levels. Thirdly, senior management enjoys the official power and the authority to implement change.
Any change program cannot be implemented with the efforts of any one individual singlehandedly. Rather it involves a well coordinated and a collaborative approach from various stakeholders. This involves selection of problem owners because of their association with the change and also recruitment of change agents who take the responsibility of facilitating change through the entire process.
In the era of cut throat competition, organizations which are receptive towards change and have a flexible system as well as an open culture, emerge as winners in the competition by raising their efficiency bars and improving overall effectiveness.
For achieving success in any change endeavor, set goals which can be achieved and can be delivered by analyzing the competitive pressures and the threat from the external environment.
Over and above the knowledge level and functional skills, the change agents should be capable of connecting easily with the people and should be able to communicate and convince people about the change.
The change agents should be skilled at dealing with the emotional upsurges of the people which may arise as a result of the change, should be comfortable in handling conflicts and dealing with ambiguities.
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