Change management is defined as the science of helping individuals and organizations successfully and smoothly transition through various changes. Change management offers systematized and centralized processes for major initiatives and projects.
Managing Change Basics
The science of managing change draws on the expertise from many disciplines, such as psychology, management, human resources and systems thinking. The guiding principle is that change does not happen in a bubble, but instead impacts the whole organization and all individuals. The keys to successfully manage change are through analyzing and mitigating the broader impacts and intangible impacts of change. It’s equally important to consider the individualized impacts and how to support people accept and support the chances. The science of managing change is a very broad field and approaches to enterprise-wide events, such as multinational corporations merging, and project-based, such as upgrading computer terminals to a new version of Microsoft Windows.
The Many Types of Changes
Those who are responsible for managing change will be faced with unique circumstances and conditions. In most situations, change managers will focus on how to help people understand, accept and adapt to required changes. There is always some type of resistance, which can be both constructive and unproductive. All change projects will share similar characteristics. First, active sponsorship from executives through official communication, such as company-wide emails. Companies that task low-level supervisors with communicating changes may experience much more resistance than executives. Executives should task managers and supervisors with sharing details, encouraging feedback and soliciting buy-in from those directly and indirectly impacted. Change managers should use open documents that map out the implementation steps, responsible parties and expected support.
After change managers define the scope and objectives of the project, they will spell out specific tasks for various people. This process identifies which tasks are most important and which ones could create potential risks or problems. The activities involved in managing change include establishing the justified reasons for the change and identifying visible change agents who will be involved in specific change activities. Ideally, these will be experienced employees who have an excellent reputation with their coworkers. These ambassadors for change will help plan and deliver messages regarding organizing, designing and implementing activities. Change leaders must also assess the potential impacts of the changes on people and the organization as a whole.
Change Manager Job Profile
A change manager who works in a health care organization will help identify and resolve complex structural and operational problems that affect the smooth delivery of services. They will apply their health care organizational expertise within the frameworks of social, behavioral and consumer frameworks. They will apply qualitative and quantitative research methods and to address the change, risk, prevention and communication needs of their organization. They help promote positive growth within the health care sector through implementing and evaluating various operational, marketing and communication activities. They develop strategies and monitoring programs for initiatives and prevention campaigns within their respective organizations.
Change management is the delicate art of helping individuals accept and integrate changes into their behaviors and work processes.