Managing and controlling strategic change
Implementing Change
Managing Change Using Kotter's Eight-step Strategy
Overcoming resistance to change
Techniques used to implement change
Giving employees full information about the change
Providing support and training
Giving reasons
Inviting comment on the proposals
Helping employees to talk about their fears
Give a very clear vision using mission statements (expressed in a way to show the need for change and a new direction)
Communicate reasons and proposals for change to every employee
Get key leaders to commit to change (project champions are a possible way to do this)
Make resources available for change processes
Give good advance notice of change coming
Get feedback from employees about change (should involve everyone to generate positive suggestions)
Provide appropriate training and support for all
Change management and organization structures to reflect the new position
8. Anchor change into corporate culture (getting leaders to support change, telling success stories, inducing staff into change and rewarding change)
7. Build on the change
2. Create a change team (prepare committed and respected manager/leaders)
6. Create short-term gains (for employees to see benefits and progress, which motivates)
1. Create urgency (all employees need to know there is need for change and expect it to come)
5. Empower people and remove obstacles (tackle resistance to change using leaders or project champions. Restructure and reward those working for change)
3. Create a vision (decide on new values and beliefs contained in mission statements/objectives)
4. Communicate the vision (using the communication channels in all functional areas)