Companies are increasingly faced with numerous changes which can be internal (introduction of new technologies, reorganization of teams, etc.) or external (competition, new regulations, etc.). These changes can push these companies to launch new strategic projects to remain competitive and profitable, such as the digitalization of services, a merger and acquisition or a new information system. To succeed in these changes, companies must rely on a change management approach by supporting teams and the organization in their adaptation to new realities.
How to set it up? How to manage it successfully? Reactive Executive explains everything about change management .
What is change management?
Change management consists of accompanying a company reorganization project according to a specific methodology.
We also talk about change management or change support.
Change management makes it possible to anticipate and reduce factors that cause employee rejection . The objective is to facilitate the acceptance as well as the understanding of the changes due to a new project. But also to reduce the costs and time associated with a transition by promoting a collaborative spirit within the company.
We can thus distinguish three types of issues:
- Sociological: changes can be put in place to respond to a situation of crisis, strike, conflict, etc.
- Psychological: any change involves the human factor. It is a question of anticipating and understanding the reactions of individuals faced with a change.
- Economical: support allows better adhesion and therefore a reduction in the loss of productivity.
Understand the process of organizational change
Organizational change refers to the processes of transformation and growth within organizations.
Through organizational change strategies, companies can avoid stagnation while minimizing disruption as much as possible.
During a transformation phase, preparation is an essential element for the success of the project. However, it is difficult to prepare if you do not know the type of change that is taking place.
The intervention of an interim manager is an advantage , because it is possible to benefit from a fresh and objective perspective. He can also quickly identify the points to be worked on and provide concrete solutions to achieve the objectives that have been set for him.
Organizational Changes: The Different Types
Change management can be implemented at any time in the life of a company. Here are some examples of situations that may require the implementation of support for change.
- Change management in the event of growth
As part of a growth strategy, it is important to support the team to properly integrate the new roles and responsibilities of each member. This is the perfect time to set up a change management training plan so that employees know how to deal with the new situations that will arise. The interim manager can intervene to structure and organize this action plan. - Change management to anticipate crisis management
Change management also finds its place if an event disrupts the functioning of a company. These are, for example, financial problems or the arrival of a competitor on the market. To motivate employees, avoid a wave of resignations and rectify the situation, an interim manager has its place in anticipating a crisis. - Change management as part of a strategic decision
If a company makes a strategic decision, such as a merger-acquisition, for example, it must be able to support its employees. Change management is therefore necessary to carry out such a project. - Change management to take charge of new tools
This involves making the organization more efficient and implementing processes to support change. The idea is to develop the capacities and skills of employees so that the evolution of work is integrated by all as an opportunity and not experienced as a threat.
What are the key stages of change management?
Change management is a multidimensional process that requires the commitment of all stakeholders, but above all careful planning and coordination. It is done in 7 steps:
- Define goals
The first step is to define the objectives of the change. What are the desired results? What are the benefits for the organization? These objectives can be based on the development of new services, cost optimization or increased turnover. This step is essential to ensure that change management is aligned with the company’s overall strategy. - Carry out a diagnosis
Understanding the internal and external environment of the company (its culture, its values, its competitors, its strengths and weaknesses, market opportunities and obstacles, etc.) allows you to better understand the context of the company and to anticipate potential challenges.
The diagnosis must be carried out by involving the various stakeholders, in order to collect their points of view and their expectations. Indeed, a change can become destabilizing and disrupt work habits. - Build a team
Driving change requires the involvement of all employees. For the success of the project, it is therefore important to form a team capable of understanding the challenges of change and implementing a change management method. For better support for change, Everett Rogers, American sociologist and statistician, has identified five categories of adopters of innovations, according to their speed of adoption:– Innovators: they are the first to adopt an innovation. They are generally open to new ideas and are willing to take risks.
– Early adopters: these are the next to adopt an innovation. They are often influenced by innovators while giving their opinions.
– The early majority: they are generally rational and take the time to think before adopting the innovation.
– The late majority: they are often conservative and reluctant to change their habits. They often wait for validation from the majority before approving the change.
– Laggards: they are the last to adopt an innovation, if at all. They are often resistant to change and prefer the status quo. - Define the change management strategy
Once the resistance and supporters have been detected, it is time to define the change management strategy. This strategy must be adapted to the objectives of the change, the current situation of the organization and the needs of the different stakeholders. It must also take into account human factors, such as resistance to change. - Communicate with stakeholders
Communication with collaborators must be transparent and regular, in order to inform them of the progress of the project and to answer their questions and concerns. Communication is essential to create a climate of trust and collaboration, and to promote support for change. - Monitor change management
Regular monitoring is necessary to assess progress against set goals. This involves setting up performance indicators, collecting data, analyzing the results and readjusting the strategy if necessary. Adaptive flexibility is essential to deal with unforeseen challenges. - Anchor changes in corporate culture
To ensure the sustainability of changes, they must be integrated into the corporate culture. This requires the establishment of new norms, rituals and values in accordance with the desired vision. Actively involving employees in this process strengthens their engagement and promotes lasting adoption.
Get support for this change
As part of an organizational change, calling on an interim management firm is a solution that should not be overlooked. Indeed, this will allow you to be best supported in managing change in your structure.
Change management requires advice, support and local assistance.
Appointing an outside person, who will be able to set achievable objectives and implement all his expertise to support the teams often proves to be a winning strategy.
Indeed, transition management is the art of managing an important project with high stakes. Throughout the duration of his intervention, the interim CEO must support, lead and manage the teams.
The role of an interim management firm is to appoint a manager who has all the skills necessary to effectively support change management:
- Rigor and analytical ability to quickly identify the challenges of the changes implemented in the company.
- Sense of initiative and ability to make quick decisions.
- Communication skills and natural leadership.
- Good ability to set goals and communicate them clearly.
To best ensure change management, transition management is perfectly appropriate. Reactive Executive, offers expert transition managers, reactive and experienced in emergency situations.
Driving change with an interim manager
To support a reorganization, implement a new strategy or use new tools, it is essential for a company to anticipate and organize changes as well as possible. An interim manager who is an expert in change management is the person best placed to secure and optimize this period.
As an element external to the company, it is delegated in the service over a given period. The interim manager is able to put in place substantive actions in a rational way and to set achievable objectives for employees.
- The interim manager generally begins his mission with a rigorous analysis of the company: its strategic orientations, its positioning on the market and the expectations of decision-makers.
- He can conduct an analysis of the company’s strengths and weaknesses and define its short, medium and long-term objectives.
- It then attempts to define the actions to be implemented to achieve these objectives, while taking into account the given constraints and resources.
Where can I find an expert change management manager?
When looking for a manager with expertise in change management, it is important to consider the following factors:
- Experience: the manager must have significant experience in leading change in a similar sector of activity.
- Skills: the manager must have the skills necessary to successfully complete the project, such as communication, project management and leadership skills.
- Personality: the manager must have a personality compatible with the culture of your organization.
By taking the time to choose your manager carefully, you will increase your chances of succeeding in your transformation project.
More and more companies are using transition management via transition management firms, such as Reactive Executive, to find highly qualified profiles that match the needs and expectations of companies.
Reactive Executive mobilizes from its pool of more than 10,000 interim managers, the professional best suited to your project and your corporate culture.
