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Five Tips to Effectively Manage Organisational Change

Organisational Change

When providing executive coaching in Perth, one of the most common problems we see is difficulty in managing organisational change. It is innately human to be resistant to change, and large-scale organisational changes often require a “balancing act” between being firm enough to affect change, but gentle enough to retain staff.

Here are five helpful strategies to help your organisational change go smoothly.

Provide a Solid Reason for Changes

From entry-level employees to executives, everyone wants to know that change isn’t just for the sake of change. If they see solid reasoning behind changes, they will usually be more receptive. Remember that a change in one department will affect every other department. Also, solicit feedback from your leaders, and from a consulting firm if possible.

When promoting or reassigning employees, make sure each move is done for a specific purpose. This will help prevent bruised feelings and ego clashes.

Solicit Support from those in Your Organisation

Rely on your senior leaders to help with the transition. This is more easily done if they feel as though they are helping to affect the changes instead of watching helplessly from an inferior position. Getting your leaders on board is crucial to a smooth transition.

Find ways to include all employees. This could be something as simple as helping to write the new mission statement, or soliciting input on how they think the company could be improved.

Transparency is a Must

Employees need to hear what is going on from you, as soon as the decision to go ahead is made. If you are making major changes, you must tell them face to face. If you wish to follow up by email, that can often be helpful. The most important thing is to communicate as often as possible. We recommend instituting an “open door policy.”

Be Patient

Not everyone will embrace change immediately; some will take longer. While those to don’t accept change right away should be monitored, it is more helpful to provide support.

Leadership by Example

Whether you intend to or not, you are creating your organisation’s behaviour in your own image. Make sure that your actions are in line with your organisational goals.

Integral Development

Call (08) 9242 8122 to learn more about our leadership development training.

Ron Cacioppe

Ron Cacioppe is the Managing Director of Integral Development and holds a BSc, an MBA and a PhD. He has taught in the Graduate School of Management at Macquarie University, Curtin University and the University of Western Australia.

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