Mechanism of response to crisis. Change Management.

The direction of changes is determined by strategic goals. In the process of striving for process excellence, it is crucial to build a system of employee involvement, not only in implementing cascaded strategic goals at lower levels but also in developing a culture that can utilize ideas for change from individual members and effectively implement and generate new ones. Members of the organization, who have a deep understanding of their processes, often have valuable insights for improvement. The purpose of the change management process is to "skillfully" extract these insights and further refine them. It involves minimizing risk and resistance, building commitment to further changes, providing tools to facilitate change implementation, and making the change desirable and well-received by all members. Below are some important assumptions in the change management process.

Road map of changes across the organization

When embarking on organizational changes, effective communication and transparency are key. The process of change should be formally coordinated by addressing essential questions:

1.What is the change about? Clearly defining the nature and scope of the change ensures a shared understanding among members of the organization.

2. Who is responsible for the change and who participates in it? Identifying the key stakeholders, change agents, and individuals involved ensures accountability and fosters active participation throughout the change process.

3. How and when will the change be implemented? Developing a well-defined plan that outlines the specific actions, timelines, and milestones for implementation helps ensure a structured and organized approach.

Having a clear and comprehensive list of changes, regardless of the format (e.g., documentation, project plans, or visual representations), is crucial for effective change management. This list serves as a roadmap, providing guidance and direction for the entire change process.

By addressing these questions and having a transparent roadmap of changes, the organization can facilitate smoother transitions, minimize resistance, and enhance overall change management efforts. Effective communication and clarity regarding the what, who, how, and when of the changes contribute to successful implementation and increased engagement among members of the organization.

Sheets of the desired change

This is just one of the forms that can be helpful in the process of submitting initiatives or identifying changes by members of the organization, which is also an answer to the question of which changes should be implemented in the organization and how to evaluate the change and the impact for the organization?

A system for generating ideas for changes

Engaging employees is vital for generating ideas and building a culture that supports change. Here are some approaches to involve employees and foster a culture of openness and commitment to change:

• Collaboration and Empowerment: Encourage collaboration among employees by creating cross-functional teams or units dedicated to processes and optimization. This allows employees to work together, share insights, and contribute their ideas for improvement. Empower employees by giving them the autonomy and authority to make decisions and implement changes within their areas of responsibility.
• Training and Workshops: Provide training sessions and workshops focused on change management, process improvement methodologies, and innovation. These opportunities allow employees to develop the skills and mindset needed to actively participate in change initiatives. Encourage employees to share their experiences, best practices, and innovative ideas during these sessions.
•  Employee Suggestion Programs: Implement programs that encourage employees to submit suggestions for process improvement, cost reduction, or innovation. Create a structured process for evaluating and implementing these suggestions, ensuring that employees feel their ideas are valued and considered.
•  Communication and Transparency: Foster open and transparent communication channels throughout the organization. Share updates on ongoing changes, the rationale behind them, and their expected impact. Provide opportunities for employees to ask questions, provide feedback, and contribute their perspectives.
• Recognition and Rewards: Recognize and reward employees for their contributions to change initiatives. Celebrate successes and acknowledge employees who demonstrate a proactive and innovative approach to change. This promotes a positive culture where employees feel motivated and appreciated for their efforts.
•  Leadership Role Modeling: Leaders play a crucial role in shaping the culture of change. Encourage leaders to actively support and participate in change initiatives, modeling the desired behaviors and values. When employees see their leaders embracing change and demonstrating openness, it encourages them to do the same.

By implementing these approaches, organizations can create an environment that values employee involvement and fosters a culture of openness and commitment to change. This empowers employees to contribute their ideas, collaborate effectively, and actively participate in driving positive organizational transformation.

"Supporters of change" and building awareness

Building a network of change supporters is a valuable strategy for facilitating successful change within an organization. Here are some key considerations when focusing on change supporters:

• Identify Potential Change Supporters: Look for individuals within the organization who naturally resonate with the change and have a positive attitude towards it. These individuals may have a track record of embracing new ideas, demonstrating openness to change, and influencing their peers.
• Engage Change Supporters Early: Involve change supporters from the beginning of the change process. Seek their input, insights, and perspectives to shape the change initiative. This not only empowers them but also helps to build a sense of ownership and commitment to the change.
• Communicate the Vision: Clearly articulate the vision and purpose of the change to change supporters. Help them understand the benefits and positive outcomes that the change aims to achieve. This will enable them to passionately and effectively communicate the value of the change to their colleagues.
• Empower Change Supporters as Ambassadors: Provide change supporters with the necessary resources, information, and tools to effectively communicate and advocate for the change. Encourage them to share their personal experiences and stories to inspire others.
• Foster Peer-to-Peer Influence: Leverage the influence of change supporters to engage and persuade their peers. Encourage them to initiate discussions, address concerns, and provide support to colleagues who may be resistant to change.
• Recognize and Reward: Acknowledge and appreciate the efforts of change supporters. Recognize their contributions publicly, celebrate their achievements, and highlight the positive impact they have made on the change initiative. This reinforces their commitment and encourages others to get on board.
• Provide Ongoing Support: Continuously engage with change supporters, offering support, updates, and opportunities for collaboration. Keep them informed about the progress of the change initiative and involve them in decision-making processes when appropriate.

By focusing on building a network of change supporters, organizations can tap into their influence, enthusiasm, and ability to drive change within their respective teams or departments. Their commitment and positive attitude will help create a culture that embraces and sustains change over time.

Communication plans in the process of change

Effective communication of changes helps employees understand the reasons behind the changes, their purpose, and the expected benefits. It allows employees to prepare for and adapt to the changes, reduces resistance, and fosters a sense of ownership and commitment to the process excellence journey.

To achieve process excellence, organizations must prioritize clear and transparent communication about changes. This involves crafting a communication strategy that addresses the when, how, and to whom of change communication. By ensuring effective communication, organizations can pave the way for successful implementation of changes and drive the achievement of process excellence.

Plans for managing resistance in the process of change

Change meets resistance, therefore mechanisms that manage emerging resistance should be used in the process of change. The organization must implement its assumptions and goals, and in the event of emerging resistance, it minimizes the chances of faster and more effective implementation of assumptions. Thanks to the developed resistance management plan, the process of achieving process excellence is more efficient.

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