I recently completed a course with the Chartered Management Institute through Morgan McKinley on Effective Leadership and have to say it’s been a great course for equipping me with a toolbox of skills for effective management.
During the course, we covered a number of modules including Dynamic Team Leadership which concentrated predominantly on managing change in an organisation. As most managers will know, implementing change in your organisation can be very tricky and it needs to be managed in a way that the changes are adopted by your employees while also keeping your people engaged.
As Clarence Darrow once said “It is not the strongest of the species that survive, nor the most intelligent, but rather the one most adaptable to change.”
What I found interesting about this module was that although I had implemented many changes over the years and hoped for the best, there are many stages that an individual goes through before they arrive at the acceptance stage of any change. See Conners Transition Curve below which outlines the impact of change:
As you can see, this curve visibly shows the rollercoaster that individuals go through during a change and the following list outlines further the impact to the individual during each stage.
The Impact of Change:
In addition to understanding the phases an individual goes through during change, it’s also worthwhile acknowledging the Typical Barriers to Change so that you can overcome obstacles/objections along the way:
During this module, a number of my colleagues (in our management group) and I carried out a very worthwhile exercise whereby we had to communicate a change within our organisation to our subordinates (who by the way, were also managers… and well able to challenge us on this new change!). The biggest learnings from this exercise were that some of the individuals reached the acceptance stage sooner than others; we misjudged questions as resistance to the change and we also underestimated our colleagues’ ability to accept and understand the change as well as they did.
Following on from this module and exercise, I subsequently implemented a systems and process change with my own team far more effectively than changes implemented previously as a result.
For anyone managing change in their organisation, I would recommend following Kotter’s 8 Step Model for Change to enable successful implementation and to achieve greater “buy-in” from your team.
Kotter’s 8 Step Model for Change:
So, I’ve gone through the stages of change and given some tips on managing any change in an organisation, is it time for you to look at a career change? Why not contact my team for a confidential discussion?