Nowadays, organizational change has become a natural process in the business world, it is a complex change process that we can compare to our lives because just as we are vulnerable to changes and transformations in our daily lives, we must be prepared to modify our ideas and behaviors so that we even have to leave our comfort zone to make such changes. This can happen in a similar way with businesses and companies, in which they must be planning, executing, and optimizing their process to best confront a changing market full of uncertainties and updates, such as technology, on a daily basis. Next, we will know some important points that can help us as leaders to manage organizational changes in an efficient and effective way, and even become an organization in a positive way, thus avoiding creating a weakness, but rather strength.
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Analyzing when to make the change
As leaders, we must be attentive to understand and to know when the time is right for the company or business to be ready and to have an organizational change, and in this way be able to guide both our organization and our collaborators along the corresponding path. This type of change usually occurs in stages but in general, they are driven by the desire for continuous performance improvement and adaptation to new market trends, as well as technological updates.
Prepare and involve the collaborators
When we begin to generate an organizational change it is very common to find resistance in some collaborators, or in everyone, we must prepare and involve each one of them, and we can achieve this in principle taking into account the daily processes and in this way to make an estimation of the effort and routines carried out by each collaborator, and so as the change is made they can assimilate it in the best way and with the minimal possible stress.
To complement this point we must carry out training focused on change, both for the organization and for the collaborators. This training will be based on potentiating their abilities, knowledge, and respective competencies. In addition, putting into practice effective communication and feedback we will take into account the ideas and points of view of each one of the collaborators, which will strengthen their participation and stimulate the contribution of new ideas for a change from which they are part.
Execute and identify agents of change
At this point, we have already established that involving our collaborators is key since human capital is one of the most important in an organization, and to execute in an efficient and effective way the organizational change management we must as leaders make up a follow up when executing the change and learning, this way it could be identified in each one of the collaborators if they are potential change agents, emphasizing that these agents of change will be those capable of promoting this process, and through the contribution of their actions, ideas and innovations in the process will continuously motivate their work team and other collaborators, who will see in a more proactive and a positive way this organizational change that is taking place and in which they are an important part because they are experiencing it.
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