How Ready Is Your Organization For Change?

1.  How ready are managers in your company for this organizational change?

For the effectiveness of any organizational change initiative, the support of managers at all levels of the company is crucial. You'll have to know where your direct reports actually stand in favor of your attempt to improve.

Are they committed to supporting this change or are they just giving lip service?

You’ll also need to know what your middle and entry level managers feel about the proposed changes. Change efforts often stall at lower management levels in the organization.

Some of the information you will need to know to determine how ready your managers are for change are the following:

  • ·        Are your direct reports effective sponsors for this change?
  • ·        Do managers in your organization communicate effectively with their team members?
  • ·        Which managers will be major obstacles to implementing this change?

As you gather this information, you may find that you need to do some work with your managers before you begin an organizational change effort. Some organizational restructuring may even be necessary.

“The support of managers at all levels is critical to the success of your change effect”

2) How ready is your organization for this change?

Often to make substantial organizational progress, you will have the help of enough important stakeholders. (The proverbial handwriting on the wall declaring the company's doom can be seen by anyone if the company does not change!)

Despite this group wisdom, you still do not get the results you need to adjust. You've got a systemic problem in this case, not a human problem. In other words, because of its many strategies, processes, and working culture, the business is not ready for change.

Some of the information you will need to know to determine how ready your organization is for change are the following:

  • ·        Does your organization use specific measures to assess business performance?
  • ·        Does this change effort support other major activities in the organization?
  • ·        Does your organizational culture reward or punish people for being innovative, taking             risks, and solving problems?

As you gather this information, you may identify some significant obstacles that require immediate attention before you launch an organizational change effort. This could be an operational or equipment change or reallocation of resources to support the pending change effort.

3) How ready are your employees for this organizational change?

For the effective implementation of any reform initiative, employees are the crucial community. They can find a way to resist when workers are not ready for change and are pressured to do so by management.

Resistance from workers may be indifference (loss of interest in their job), passive (doing just what they are told to do), and aggressive (sabotaging the effort with deliberate errors or by slowing down).

Before the start of a reform initiative, senior leaders and company owners do well when they take action to minimize employee opposition.

Some of the information you will need to know to determine how ready your employees are for change are the following:

  • ·       Do your employees understand your customers’ needs?
  • ·       What is the state of employee morale in the organization?
  • ·       Do your employees feel personally responsible for their success in the organization?

The advantage for you of assessing the readiness of your managers, organization, and your employees prior to launching a change effort is that it gives you a realistic overview of what is truly needed to implement organizational change. You’ll also understand the sustained time and commitment that will be necessary to undertake meaningful organizational change in your company.

“When employees are not ready for change and are force to do anyway, they will find a way to resist”

 

References:

Management is a Journey®. (n.d.). Is Your Organization Ready for Change? [online] Available at: https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/. [Access on 23rd January 2021]

Gartner. (n.d.). Managing Organizational Change. [online] Available at: https://www.gartner.com/en/human-resources/insights/organizational-change-management. [Access on 23rd January 2021]

Ascd.org. (2020). The Organizational Change Readiness Assessment. [online] Available at: http://www.ascd.org/publications/books/109019/chapters/The-Organizational-Change-Readiness-Assessment.aspx. [Access on 23rd January 2021]

 

 

 

 

 

 

 

 

 

 

 

 

 

       

Comments

  1. Anushka Jayasekara27 January 2021 at 21:54

    This comment has been removed by a blog administrator.

    ReplyDelete
  2. Anushka Jayasekara27 January 2021 at 22:02

    Most private companies have already adopted change according to situations and ready to change. But, sad truth is most government organizations and other companies are not ready to change. Because of this all stakeholders are wasting their valuable time by using outdated systems and technology.

    ReplyDelete
    Replies
    1. Dinesh Indika Kumara28 January 2021 at 04:04

      I agree with your comment. Our country ruling parties has not a succession plan to develop government organizations .
      And also government appointed these organizations their relatives or supporters.
      Not to think their abilities or qualifications.

      Delete
  3. Janaka Ishara28 January 2021 at 23:22

    As you say, how practical it is to change an organization

    ReplyDelete
  4. Ganga Pathiraja30 January 2021 at 10:06

    Both employees and employers are required to get ready for a change with a clear understanding of the impacts of changes.

    ReplyDelete

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