Last post we looked at the dynamics of change within an organization. If you want to change anything about how you run your business, understanding these dynamics will help the process run smoothly.
So, the last of the dynamics of change.......
Change Readiness
Some people in an organization are just more ready for change than others. This means that while they understand what change is and how to deal with it, they just know that they don't want to deal with it today. As with most process management as regards change, hold a meeting. This way you can feel out those people who are ready now, today, for change. They could well have influence over those who are made nervous by change. Utilize these people, and help them influence the team. Have your discussions and understand your team better, then work with those who are more ready than others.
Resource Starving
Some people believe that they will not have the skills necessary for the new changes. Remember that there are still millions of people out there who do not use computers at work and get by. This does not mean that they will be able to do this until retirement, but it is an indicator of how people can dig their heels in because of their perception of a skills defecit.
One way to combat this is to, again, consult with staff. Consider having a work smarter session or two after the change has been implemented. If people are filling out forms in triplicate needlessly, show them their wastage, and show them the new skill that will decrease that wastage.
Don't Lose Momentum
This is crucial to managing the change process effectively. There are a million accounts out there of firms and their managers introducing change and then letting the initial enthusiasm and industriousness wear off, only to find that their employess lost interest.
If you create change, keep it going, monitor it, and embed the new way of doing things into the consciousness of the company.