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Change management is a crucial process that organizations use to navigate transitions effectively. Remember, change management isn't just about processes; it's also about people. Engaging employees, addressing their concerns, and providing support throughout the transition are essential for successful change initiatives. The following are my four most important principles of change management; change as a process, effective communication for change, change requires effective sponsorship, and value system for change.

1. CHANGE IS A PROCESS

Preparing for Change is the initial step involving understanding the necessary changes and preparing staff members and stakeholders for what's to come. It's essential to communicate the reasons behind the change and create awareness. Once stakeholders have agreed to the change, the next step is to develop a clear strategy. This vision outlines the desired outcome and provides direction for the transformation. Successful change management requires embedding the changes into the organization's culture and practices. This step ensures that the new processes become part of the daily routine. Managers must not treat change as a single announcement or meeting, and change is not implemented in a single moment. The manager's role in change must be active and visible in all phases of the change process. When I worked at ALMACO in Nevada, IA, our IT department was experiencing a change from utilizing an older version of an ERP software Made2Manage to an upgraded version. The IT manager accepted the role of a change agent and for two weeks acted in that capacity. He efficiently directed the entire organization until the change process was successful. Note should be taken here that different individuals process changes in different dimensions, as stipulated by the ADKAR model (awareness, desire, knowledge, ability, reinforcement). Their speed of change and absorption processes over time is very distinctive.

2. Change requires Effective Sponsorship

Typically, a sponsor is a senior executive or leader who champions and advocates for proposed changes, guiding the organization through the transition. The sponsorship role involves:

Providing visible support for the change. Communicating the vision for change. Actively participating in key change management activities. Effective sponsorship plays a pivotal role in successful organizational transformations. For change to be successful, external agents should be brought in in order to enforce leadership. They should also be credible, trustworthy, available, and serve as living examples to the implementation processes of change. Sponsorship is not only about authority, but also how the authority exercises and leads the change process to make it effective. Change management sponsorship refers to the critical role played by influential and supportive leaders within an organization during times of change.

Effective sponsors ensure that top leadership is aligned with the goals and objectives of the change initiative. Sponsors help create a sense of urgency, emphasizing the need for change. Sponsors commit resources, time, and energy to ensure the initiative's success. Sponsors bridge the gap between the change management team and the rest of the organization, motivating employees to embrace the new direction. As the newly appointed CEO for Divine Touch of Iowa LLC, I currently act as a sponsor towards the company's change process. I have created the vision for the change, initiated the process, leading the process, as well as communicating with other change agents. The change is to navigate from a paper-based medication recording format to an online software where medications can be marked, monitored and closely evaluated. It makes it easy to identify when medications are due and when refills are needed.

In summary, change management sponsorship acts as the linchpin for transformative success, driving lasting impact within organizations

3.Change requires effective communication

Effective communication is a critical principle in change management. It plays a pivotal role in successfully navigating organizational transitions. Let's explore why it's essential and how to apply it:

Open and transparent communication is crucial throughout the change process. Clear and timely communication helps employees understand the reasons for change, the expected impact, and their role in the process. It fosters trust, reduces uncertainty, and encourages engagement and collaboration. Effective communication extends beyond words. Non-verbal cuessuch as body language, facial expressions, and toneconvey additional information. Acknowledging these cues enhances mutual understanding.

When communicating change, share a compelling vision of how the organization will benefit from the transition. Answer questions like:

How will the organization operate once the change is made?

What tangible results will employees experience?

Will there be a sense of accomplishment?

What rewards await both individuals and the organization as a whole?

Consistent Messaging: Ensure that leaders communicate consistently and frequently. Demonstrate empathy for ongoing employee concerns.

Encourage active listening and create opportunities for employees to express their thoughts and ask questions.

Be aware of your own non-verbal signals. Pay attention to others' cues during conversations. Adjust your communication style based on the context and audience. Avoid complex messages, as they can lead to confusion and resistance. Clear, concise communication ensures that everyone understands the change and its implications.

Use simple language. Avoid jargon or technical terms. Provide context and examples to illustrate key points. Listening actively demonstrates respect and empathy. It allows you to understand others' perspectives and address their concerns effectively.

Give your full attention when others speak. Ask clarifying questions. Reflect on what you've heard before responding. At Divine Touch of Iowa LLC, my effective communication isn't just about conveying informationit's about creating a shared understanding and fostering a supportive environment during times of change.

4. Change is either incremental or radical

Change management activities should be scaled based on the type, nature, and size of the change. It can be broken down into incremental and radical changes. Incremental change takes place over a long period of time. Incremental change involves small, continuous improvements. It's an evolutionary process that builds upon existing foundations. Organizations make gradual adjustments, refine processes, and enhance existing systems.

Advantages: Stability: Incremental changes are less disruptive, allowing employees to adapt gradually. Less Resistance: Stakeholders find it easier to accept small, manageable shifts. Continuous Progress: Consistent improvements lead to steady progress. Examples: Software Updates: Regular software updates that enhance features or fix bugs. Process Optimization: Tweaking workflows to improve efficiency. Product Iterations: Iterative product enhancements based on user feedback. Radical change is revolutionary, immediate and dramatic over a short time period. It disrupts existing systems and introduces novel ideas.

Organizations undertake a complete overhaul of the current system or approach.

Advantages: Clean Slate: Radical change provides an opportunity to start fresh, free from flaws. Fast Results: It can lead to quick and dramatic outcomes. Inspires Innovation: Encourages breakthroughs and new ways of thinking. Examples: Abolition of Slavery: A radical change that transformed society. Introduction of the Internet: A complete shift in communication and business. Industrial Revolution: A transformative overhaul of work and technology. In Divine Touch of Iowa LLC, the change was more radical than incremental. This was because the organization needed effective and immediate changes in software systems, policies, and operations in order to fall within DHS compliant regulations and continue operations. It was a matter of urgency, and the change had a huge impact in its existence. Also, as the new CEO, I was bold and courageous to lead and execute the needed change.

Remember, whether incremental or radical, change is essential for progress and growth. The key lies in understanding when to apply each principle for meaningful advancement in every distinct organizational set up.