What Are Three Types of Change Management Models?
Posted Dec 1st, 2015 by Expedite | 0 comments
The rate and pace of change is almost universally reckoned to be increasing, because change is everywhere.
“The only thing that is constant is change.”
- Heraclitus, a pre-Socratic Greek philosopherChange Management is considered to be the biggest challenge for virtually all organisations – public and private, or large and small. Predominantly though, it’s the focus of large, well established organisations. The phrase organisational change is about reorganising or incorporating new product or service in the organisation. Several gurus, notably Tom Peters and Charles Handy and academician Colin Carnall, author of several books on Managing Change, have highlighted the ‘challenges of change.’
Types of Change ManagementThe first step in managing your people through change is identifying the type of changes you need to make for your organisation. Research by Ackerman has distinguished between three types of change:
Developmental changeThis refers to changes that you make to improve existing aspects of an organisation, often focusing on the improvement of a skill or process. Examples of developmental change include: improving existing billing and reporting methods, updating payroll procedures and refocusing marketing strategies.
Why does your organisation need developmental change?Because it is the first step to making further changes to your business that will help you meet the demands of your market.
How you can apply it?Explain your rationale for the changes to your staff and build skills to use new processes and technology.
Transitional ChangeMuch of the organisational change is based on this type. This is where you make changes to replace existing processes with new processes, which is why it may increase your employees’ discomfort.
Why does your organisation need Transitional Change?Transitional changes are required when you plan to create new products and services or when you experience corporate restructures, mergers and acquisitions. You may face certain challenges while you implement transitional changes in your organisation – it can be unsettling for staff to cope with this phase of ‘change.’ Therefore, you need to:
- clearly communicate the impacts and benefits you foresee as a result of your changes
- reinforce to staff that their jobs are secure
- regularly update your staff on the steps you are taking to support them through the change
- inform them about the training you’re providing in new systems
Transformational ChangeThis type of change involves a complete reshape of your business strategy and processes. The result of which will be an extreme or unexpected market change. In this instance, you will have to manage your staff very well, as this change can produce fear, doubt and insecurity in staff.
Why do you need Transformational Change in your organisation?To implement major strategic and cultural changes, and adopt radically different technologies. It also makes a significant operation change, facilitating growth with relation supply and demand. Before you make transformational changes, it’s crucial that you:
- develop and communicate a well-defined strategy that explains the approaches you are taking to change
- constantly reinforce your rationale for the changes
- plan and implement new business systems
- involve your staff in all phases of change discussions and planning