| Author：Unknown Source：Reprinted Hits： UpdateTime：2007-5-2 15:54:56 |
| Many business leaders who want to prepare for the introduction of changes beginning to anticipate all the possible things so that they can be fully prepared. However, when the changes occurred, they found past the desired results and there is no vision. Rather, the unforeseen difficulties and trouble has ensued, with the inevitable depressing and lose confidence, Some people also believe that a start should not be a result of this change. Changes usually are complex and energy-consuming and sometimes painful. The reality shows that the majority of changes to face numerous difficulties, and even ended up in failure, or have been only partially successful. Nevertheless, we can still see many successful cases, these enterprises through the planned change management activities, enhance organization with the staff changes readiness, and motivate staff to change the thinking and behavior patterns, ensure effective implementation of the new strategy. According to the change curve, Watson Wyatt research shows that good change management is the key to successful transformation, These enterprises than any other company can enjoy a higher effective return for shareholders. Therefore, all enterprises leadership from the top, they must change to the management of its business and the same treatment. successful business enterprises as an important element. According to our experience, changes usually display a series of reasonable, we can anticipate, and be able to manage the dynamic stage We call it "transformation curve." Changes along the curve, the staff's emotional volatility can be broadly divided into four stages. In the beginning of time, staff will deny the existence of changes that may change this in the past, will end up with nothing definite. gradually dying out. When they discovered that the real implementation of the new policy and system, they will not want to change the existing "comfort circle" and strong resistance to these changes, fearing its own current work, Status impact. Then, when the company asking them to make changes, they have no alternative but to try to start a new practice, at this time, the company will further encourage these new practices and behavior. After a time, they began to see or feel the benefits of reform, truly committed to change, gradually change their thinking and methods of work and behavior. When they changed the time, enterprises can enjoy the success of changes, and to promote the implementation of corporate strategy and business development. When enterprises in the period of changes in the fixed time, The staff at different levels and different departments usually at different stages of change and experience change. For example, when an organization's senior management to make major changes in the decision, They cosmopolitan than other organizations within the staff changes earlier along the curve first. In addition, changes in the organization, sector and individuals do not normally follow the curve of change in the order received one stage to stage a continuous progress Some departments and staff may stay in a certain stage seems to stop moving forward. Some departments and staff may also be returning to previously experienced stage, or in two stages has stood. Therefore, the understanding of each department and staff changes in the position of curves is very important. Although each company's transformation is unique, But they are going through a phase of transformation and change the basic principles are the same. In the process of change, each one is very important turning point, Companies must ensure that the change curve meaning of the various stages of a clear understanding and good management. Changes in the duration of time will occur, or be able to promote change, depending on company leaders to change awareness , advocacy, management and persisted on. Through good change management, we can better respond to changes of "doldrums" the shortest possible time and the impact of size effects. As graceful trilogy on changes in the reaction can be traced As companies change leadership and team changes can be adopted by the system, planned activities to better manage change. After years of research and customer experience, we have established a framework for change management, "change management Trilogy" in a more systematic and planned changes to the management of the curve at every stage to enhance the value of change management, ensure that customers can successfully restructure to implement its business strategy. First, the driving force behind the creation of organizational change. At the beginning of the implementation of changes, enterprises must clearly change the impetus to establish the levels and staff of the various departments of a sense of crisis, making them aware of the need for change. Change leadership must also build a strong support team and enable them to understand the overall significance of the changes, the vision of the future strategies, objectives and action plans. Therefore, initially launching the "changes were important relationship Impact Analysis" (Stakeholder Impact Analy sis) is very important. We must understand who is this change important influence or supporters, who will be part of the resistance to change. In addition to formal organizational structure, we also need to understand the informal working relationship and channels. Only the company different organizations, departments and staff with the help of resistance and related causes a correct analysis, We could better manage the changes to ensure that the combined interests of the organization on the basis of relevant personnel to meet the demand, to get the right business change projects with the support of promoting. In addition, to ensure that internal departments and staff to have the same direction, the premise is the mission of the enterprise, core values, vision and business strategy consensus can be reached. Secondly, strengthening organizational change support mechanisms. We should deepen the reform of the organization to enable it to take root, senior leadership team and change the implementation of a change in addition to the single theme, but also from the perspective of the overall review, and coordinate related management support mechanisms, such as corporate culture, organizational structure, Premium system, and incentive mechanisms, education and training. Coordinated mechanism to ensure the timely adjustment, enterprises can enhance the continuity of organizational changes to enhance the success rate changes. Corporate culture and organizational structure must change with the vision of closer links; Premium system, and incentives must reflect the conduct, performance and attitude of the show; education and training programs to ensure that employees with a new strategy for the key skills. Moreover, in the face of change, each employee will speculate its own in the end what it means, Their mood may be great fluctuations, such as anxiety, full of hope, threatened, excited, distracted, and so on. At this point, any sign of trouble will be on the work of the staff emotional impact of their inattentive, More serious would lead to overall efficiency of the decline. Therefore, the preparation and process of change communication, it is particularly important that enterprises should adopt different ways and channels If all the staff meeting, the internal website, the general manager Notice, panel discussions, and to change the objectives, plans, processes, expected results, and other sectors to clear the staff of two-way communication changes to reduce their uncertainty and the worries of conflict. Meanwhile, enterprises need to change in the planning process as early as possible and create quick wins (Quick Wins) results, further changes to improve staff confidence and strengthening the organizational changes in the overall execution. Finally, the implementation process of organizational change projects. To ensure the success of the project changes, enterprises must establish a reform group to promote the project, team members carefully chosen. the most suitable members, in addition to representatives of the human resources department, Enterprises should be based on the previously mentioned important changes in relationships influence the results of the analysis, Selection important relationship within the organization on behalf of the project as members, and enhance the strength of the process of change. Meanwhile, a clear division of responsibilities project, a clear process of project implementation planning, timely project information collation and analysis, interactive project team communication liaison mechanism Efficient project budget and the allocation of resources as well as whether the project can be successful with the project members can play the biggest key for energy -. In addition, leaders of the timely affirmation and encouragement and support for the effective implementation of the project is also crucial. As a member of the project, they should be able to top leadership regular formal communication projects and achievements, as well as the important topics for discussion and decision-making to ensure that the senior leadership to accurate and timely grasp of the progress of the project. Status of implementation and effectiveness. Of course, project member satisfaction and morale is not overlooked, Enterprises under the scope of the development characteristics and corresponding performance management and incentive mechanisms, and to provide relevant training, and the establishment of an internal knowledge-sharing system to enhance the capacity of the project. Enterprises in the fierce market competition is always invincible, we must continue to seek growth and development of new channels and the growth and development often means a new beginning of the revolution. Crisis and the challenges facing the entrepreneurs, such changes should not come before late, the internal change management planning ahead, The only positive countermeasures.Reship please add：(Copy from：sinoec.net)
|
