Planning and implementing change requires focus on 'what' to change as well as 'how' to change...
There are very few working working environments where change management is not important. Change management is a basic skill which most leaders and managers need to be competent in...

……….Unfortunately, the 'skills' reality , is not always the case…







Change Management

………..by Dr. Elyssebeth Leigh

Change Management involves numerous facets working simultaneously and tandem in order to succeed. Added to this mix are numerous models and methodologies for implementation. Perhaps too many...

At the core of any good program though is a drive to
Initiate Change by establish a sense of relevance and importance and generating buy-in and commitment

Followed by a
Change Plan that balances commitment and involvement of people as well as keeping the day-to-day operational aspects of your workplace going as well as an effective, timely and transparent communication strategy... The importance of a good communication process can be stressed enough.

Implementation must have direct lines of accountability and ownership, as well as people in key leverage positions, with the influence or control to drive change process. A key aspect involves providing support during the change journey as everyone is different and change is a deeply personal journey as it involves ‘endings’ and ‘new learnings’. People need support in address concerns and issues openly and honestly in order to adapt to change to make it workable.

Lastly, Change Has To Stick and to do this individual efforts and achievements have to be acknowledge as it increases people's confidence for the next change. Also a review of program needs to be made to identify what went well and what could be improved for future change projects.