Process of Planned Change
Planned change is an intentional change in the workplace. The process of planned change consists of seven key steps. Let’s explore those steps in detail:
Recognition of Need
The initiation of planned change marks the acknowledgment of a compelling need for organizational transformation. Often triggered by internal bottlenecks or external market shifts, this crucial step involves a keen awareness of specific areas requiring modification.
Identifying these focal points becomes the linchpin for the success of the planned change, laying the groundwork for subsequent strategic actions.
Establishing Clear Goals
Once the need for change is recognized, the journey forward demands the establishment of clear and achievable goals. These goals serve as luminous beacons, delineating the desired outcomes and providing a roadmap for the organization’s transformation.
Ensuring clarity in these goals is paramount, fostering a unified vision and purpose among stakeholders embarking on the transformative expedition.
Identifying Relevant Variables
A panoramic analysis of the organization’s existing state unfolds in the next phase, delving into both internal and external variables wielding influence over the desired change.
This comprehensive analysis encompasses the intricate landscape of internal processes, the prevailing organizational culture, available resources, and external factors shaping the organizational terrain. A fine understanding of these variables becomes the compass guiding subsequent decision-making endeavors.
Selecting Appropriate Change Methods
Informed by the fine analysis of relevant variables, organizations proceed to the judicious selection of suitable change methods or strategies. This spectrum of methods spans from incremental improvements to radical transformations, with the choice contingent upon the nature and scope of the desired change.
This tailored approach reflects a strategic alignment with organizational goals and sets the course for effective implementation.
Read More: What is Unplanned Change?
Planning the Change Implementation
With the selected change methods outlined, the organizational focus pivots to the meticulous development of a comprehensive execution plan. This strategic blueprint encapsulates the definition of roles, realistic timeline setting, resource allocation, and the establishment of effective communication channels.
The efficacy of this detailed implementation plan lies in its ability to ensure a seamless transition during the execution phase, mitigating potential disruptions and fostering a fluid transformational journey.
Implementing the Change
The culmination of planning manifests in the tangible implementation of the envisioned change. This dynamic phase involves the translation of meticulously planned strategies into actionable steps.
It necessitates active engagement with employees, deploying effective communication strategies, and adeptly managing any challenges or resistance that may surface during the implementation process. Flexibility and adaptability emerge as crucial attributes during this dynamic phase, ensuring the organization navigates through the transformative currents with agility.
Evaluation and Follow-Up
Post-implementation is the last step of the planned change process. This entails a thorough assessment of the change’s effectiveness, comparing achieved outcomes against the established goals. Rigorous feedback collection from employees and stakeholders becomes the crucible for insightful analysis.
This evaluative insight forms the bedrock for making necessary adjustments and refinements. Simultaneously, robust follow-up plans are crafted to vigilantly monitor the sustainability of the implemented change over the long term, ensuring the organizational evolution aligns seamlessly with its strategic aspirations.
Read next: Organizational Change in Management
Sujan Chaudhary holds a Bachelor in Business Administration (BBA) degree and is currently pursuing an MBA degree. He loves to share his business knowledge with the rest of the world.