Encourage change for better growth
Boost in technology has brought in many changes. One needs to adopt tot hose changes to sustain in the changing environment. To understand how to...
Boost in technology has brought in many changes. One needs to adopt tot hose changes to sustain in the changing environment. To understand how to bring positive change in yourself follow change management technique.
- Nature is changing its state during climatic conditions
- A small seed is growing into a big tree by accepting the change
- Lord Sri Mahavishnu also changed 10 lives-Dasavataras
- We are noticing changes in styles, systems and fashions
Why a human being is generally reluctant to change?
Change management is an approach to shifting or changing the individuals, teams and organisations from the present position to a desired position.
Due to the growth of technology, urbanisation, globalisation, and privatisation; modern organisational change is largely motivated by exterior innovations rather than internal moves. When these developments occur, the organisations that adapt quickly, create a competitive advantage for themselves. Those individuals in the organisations who refuse to change get left behind. This can result in a substantial drop in profits.
There are four major factors to be considered. 1. Recognise the factors to change 2. Measure necessary adjustments in the system 3. Levels, goals, and strategies, sequence of steps 4. Implementation and organisational change
Whether it is an individual or organisational, the change will have many faces. But regardless of the type, the critical aspect is the ability to win the game and achieve success. Effective implementation of change consists of a four-step process. Firstly, recognise the changes in the broader business environment. Secondly, develop necessary adjustments according to the needs. Thirdly, take training or guidance on the appropriate changes and finally, bring the change through implementation. This four-step process is change management in its essence, and organisational change in practice.
One of our childhood friends was selected for a school teacher's post when we were in the degree first year. He immediately jumped and joined the job. In fact he is a very intelligent student. Despite teachers advice, he discontinued the degree and joined in the job. After 10 years we heard that he is experiencing financial difficulties, working in a remote agency area but in a comfort zone. I met him and advised him to write competitive examinations. Initially he was reluctant, but I could convince him about the better prospects implied in the change.
He followed the above four steps and changed his mind-set. First he recognised the factors to change; found possibilities of change, set the goal and followed the strategies.A Today he is a senior IAS officer in New Delhi and his children are highly placed in the society.
In an organisation, aspects which need deeper analysis for the change management are Mission changes, Strategic changes, Operational changes (including Structural changes), Technological changes, and finally Changing the attitudes and behaviours of personnel.
Once you have considered the change management objectives and scope, you'll also need to consider the specific tasks. Again, the range of possible change management activities is broad. It's a question of working out what will best help you meet the change management challenge in hand, as you have defined it in your objectives and scope, and how to work alongside other people and project's activities and responsibilities.
Everyone thinks of changing the world, but no one thinks of changing himself- Leo Tolstoy
Do you want to change? 10 statements are given below. Please read carefully and tick "Yes" or "No on your response. Please remember to answer all these questions before you implement a change. 1. Did you ever feel that you need to change? Yes / No 2. "Change is inevitable" do you believe this statement? Yes / No 3. Do you believe that a man can change his attitude? Yes / No 4. Do you believe the statement "Everything is predetermined" ? Yes / No 5. Have you prepared the roadmap to change? Yes / No 6. Are you ready to face the hurdles in the process of change? Yes / No 7. Do you have resources to update your skills? Yes / No 8. Are you confident that you can convince the family members about the change? Yes /No 9. Although you are in a comfort zone, do you feel that the change helps you? Yes /No 10. Can you manage the stress while the change takes place? Yes /No
Now count how many "Yes" statement you have ticked If you have ticked 9 or 10 you are ready to take steps to change If you have ticked 7 or 8 you are hesitating to change, you need internal motivation
If you have ticked 5 or 6 You need external and internal motivation I f you have ticked 1 to 4 you are not ready to take risk. You are in a comfort zone.
It takes time to build confidence while change takes place. While building trust among the family members, colleagues, you need to be honest, open and generous with your communication. Even when your family members trust you, they won't change unless you give them a compelling reason to change. If you miss this opportunity, they will interpret in their own way, with reasons which are usually negative and disruptive to the change.