The need to shift mindsets is the biggest block to successful transformations.

this is part of the project of GT WIKI — Change Management

As much as it is harder to accept it, everything is constantly changing. Be it the weather, environment, economy, technology, society, culture etc. Even though some people perceive change as something with high-risk and something to fear, it is actually an opportunity for you to experience something new and to grow and evolve as a person, as it asks you to learn new things, master new skills and develop new qualities.

“The need to shift mindsets is the biggest block to successful transformations.”

One of the most important factors about change management is, understanding that change is necessary for the organization to strive to achieve its goals. Its importance should be known by the higher layers as well as the members to get on board with the change management process.

The external, as well as internal events that took place in the past year, have called for new policies, management alterations, technological modifications etc. within the organization. Although adapting to new changes is often challenging, it is important to understand that flexibility is the key to success.

“To make change happen, you must generate the ownership and energy to execute the plan and change it on the fly.”

Understand

First of all, when it comes to successful transformations, the fundamental factor that matters is the understanding of the proposed transformation, why and when it is needed, not only by the people who are strategizing the plan but also the ones who are going to implement it. The proper understanding gives the members to realize the importance of their role in implementing the change management process.

Education

A successful change management process should include an education cycle for all the stakeholders who are going to take part in the implementation of the new policies, changes, etc. which have been decided by the respective bodies. An education cycle may able to bridge the knowledge gap and clear all the doubts of the members for the successful implementation of changes.

Results may come later…

One of the common mistakes that we tend to make is believing that the changes that we are making today, would bring quick and positive results for the organization. But in reality, the occurrences of this outcome is very low. Sometimes the changes that we are making today, would bring results in two or three years later. It is important to keep this in mind not only when we are implementing a change management process but also when we are implementing new strategies for a product and make the changes at the right time. Even though it wouldn’t bring results in your term, it is our responsibility to be futuristic and call the shots when it is needed.

Might not go according to the plan…

No matter how many hours we spend to brainstorm and come with the perfect plan, it might not go according to the way we pictured it. Mistakes could happen, things could go wrong and plans could fail. The important part is how you get yourself up and learn why, how and when things did not go according to the plan and do whatever needs to be done at that moment to get back on track.

Feedback & support

As many people are engaged in making the right calls, carrying out the operations for the up and running of the organization, it is important to give constant feedback and support for especially, the people who are implementing the changes at the ground level. When it comes to the implementing stage, there could be many bottlenecks and challenges the members could face. Therefore, constant support from the higher layers of the organization would really help the members to understand and work towards successful implementation of the changes.

“Take one small step after another into the unknown — and you will be surprised at how quickly the path forward will become clear to you, and entirely achievable.”

The stages of the change journey could take days, months or years; It is important not to count on the initial excitement to last; instead, generate energy and create ownership methodically to keep our change program on the right path throughout its twists and turns.