By: Vina Almeda
Unfreeze
1. Determine what needs to change
- Survey the organization to understand the current state
- Understand why change has to take place.
2. Ensure there is strong support from upper management
- Use Stakeholder Analysis and Stakeholder Management to identify and win the support of key people within the organization
- Frame the issue as one of organization-wide importance.
3. Create the need for change
- Create a compelling message as to why change has to occur
- Use your vision and strategy as supporting evidence
- Communicate the vision in terms of the change required
- Emphasize the “why”.
4. Manage and understand the doubts and concerns
- Remain open to employee concerns and address in terms of the need to change.
Change
1. Communicate often
- Do so throughout the planning and implementation of the changes
- Describe the benefits
- Explain exactly the how the changes will effect everyone
- Prepare everyone for what is coming.
2. Dispel rumors
- Answer questions openly and honestly
- Deal with problems immediately
- Relate the need for change back to operational necessities.
3. Empower action
- Provide plenty of options for employee involvement
- Have line managers provide day–to–day direction.
4. Involve people in the process
- Generate short-term successes to reinforce the change
- Negotiate with external stakeholders as necessary (such as employee organizations).
Refreeze
1. Anchor the changes into the culture
- Identity what supports the change
- Identify barriers to sustaining change.
2. Develop ways to sustain the change
- Ensure leadership support
- Create a reward system
- Establish feedback systems
- Adapt the organizational structure as necessary.
3. Provide support and training
- Keep everyone informed and supported.
4. Celebrate success!
Reflection:
If these practical steps would be followed, the organization and its members will be efficient. Organizations should consider this model as a stepping stone to an enhanced and improved future ahead of them.
One thing that I really agree on with this article are the ways in sustaining change wherein there are leadership support, reward system, feedback systems and the organizational structure. In my opinion, creating the reward system will inspire the members of the organization to work better since there is an incentive from all their hard work. Therefore, they would be able to sustain the change, also there would be a balanced and better organization close enough to reach their desired reality.
Reference: http://www.consultpivotal.com/lewin%27s.htm
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