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Implementing Change

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Implementing Change
Implementing Change
Inevitable in all organizations is change and the success or failure of that change can be a result of how well the manager implements and manages any changes. According to Leban and Stone (2008, “What is change management,” para. 5) “successful change requires a critical mass of people who are committed, are willing to change, and will sustain their new behavior to align with the needs of the change.”
With this paper I will discuss a manager’s role and responsibility in implementing change, how a manager can successfully handle staff resistance to change, and define each step of the change process.
A manager’s role and responsibility om Terez’s (1990) article A Manager’s Guidelines for Implementing Successful Operational Changes lists nine steps for a manager to follow when implementing changes. These steps outline the various aspects managers are responsible for during changes within a department. Preparing for the implementation, the manager’s responsibility is to analyze the environment in which the change will occur. This includes analyzing employee morale, employee engagement, and potential resistance to the change. Step two is to expose details of the change and answer all questions the employees may have. Allowing employees to question reasons for and details of the change will help them understand the organization has nothing to hide.
Motivating employees during change is another important task of the manager. This motivation can be in the form of involving the employees in the change or using incentives to motivate them. Including the employees in the planning and implementation of change allows them to maintain ownership and be more willing to accept the change. Another role of the manager is challenging the employees to accept the change, embrace it, and ensure the change will be a long-term success. Positive reinforcement is one tool the manager can use to meet this challenge. Positive reinforcement ideas the manager can use
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