LCP logo
Issue No 23
August 2012

Useful lessons for managing and leading organisational change


Greetings!   

 

 

This month's newsletter topic is all about managing and leading organisational change. Whilst the competitive market place is continuously developing and evolving, organisations are constantly under pressure to adapt and update their strategies. This is a complex process which, if not managed appropriately, can have a hugely negative impact on business and organisational success. Our newsletter this month looks at how to effectively manage and lead organisational change so that positive objectives are achieved. 

 

 

 

Latest from the LCP blog: 


Find us on Facebook
 View our profile on LinkedIn Follow us on Twitter 


What is driving organisational change?

 

In the current economic climate organisational change is a necessity. Many organisations are having to make financial cutbacks during the recession with some companies downsizing and others collaborating with similar businesses. There is also a huge amount of pressure on organisations from competitors and customers to keep products and services up to date whilst adhering to any new government legislation. This combined with the constant development of new technology means that there is an increasing need for changes in company strategy on a regular basis.

 

Why is organisational change sometimes problematic?

 

Organisational change that has not been managed or effectively planned can have a detrimental effect on business. With change comes risk and without a well thought out strategy to initiate the changes an organisation can put itself into a worse off position. For example, employees can become demotivated if they don't understand the reasons driving the change or customers can become dissatisfied with levels of service as the changes are implemented. Organisational change is extremely time-consuming and difficult as it can have an effect on safety, productivity and as already mentioned, employee and customer satisfaction. In order to minimise some of these negative aspects of organisational change companies need to be well prepared and sufficiently organised.

 

An example of poorly managed organisational change arose in recent news. In May this year at Heathrow airport the UK Border Agency was criticised for long queues caused by organisational changes. The changes to team structures and shift patterns came at the busiest time of the year and without effective planning they had a negative impact rather than the positive outcome they were hoping to achieve. Problems included a lack of resources and management and inadequately trained staff. To view the article click here (http://www.bbc.co.uk/news/uk-18015163).

 

How can organisational change be managed and led effectively?

 

Employers need to have the ability to lead and manage the changes within their organisations to ensure the goals of the changes are met and a positive result achieved. To do this they have to engage and communicate with employees and ensure that they gain their commitment. Extensive and effective planning of change is essential in order to maintain 'business as usual'.

 

The following points outline the main factors to consider when bringing about organisational change.

 

1. Keep up to date with changes in economic climate/technology/laws

It's important to keep your organisation up to date and make changes where appropriate. Changes in the business world can mean you have to make financial cutbacks, update your technology or change the way in which you work to keep in line with new laws.

 

2. Consider problems within the current company strategy

Although strategy is often long term it is still important to review it regularly to check if there is anything that can be improved in light of the current context. Examples that may result in tweaking strategy include feedback from staff, customer trends, increased competition and changes in legislation or technology.

 

3. Do research to identify what needs to be changed

Do the necessary research and background reading around the change and work out and assess exactly what needs to be done. Make sure you consider all direct and indirect effects of a proposed change; think about what you are hoping to achieve and who will be affected by the change.

 

4. Prepare and plan the change and required strategies using external support where necessary

Fully plan the process of implementing the change. Consider all aspects and side effects of the change during your planning. Consult with staff and internal or external support services to ensure the plans are appropriate and realistic. Create an implementation timetable detailing all the stages of the process and work out the costings of the project.

 

5. Consult with staff and provide training and support for all staff with new roles

Ensure all staff with new or changed roles have had sufficient training and are happy with their new positions. Provide experienced support and supervision throughout the change and review progress regularly. 

 

6. Once the change has been implemented sustain it by monitoring, measuring and adapting

As the change evolves monitor everything closely and adapt it appropriately if anything is not going to plan. Don't ignore the change after it has been executed as this is where problems are most likely to arise.

 

7. Avoid simultaneous changes

Avoid too many changes within a short space of time. Too many changes at once may result in inadequate attention to some or all of the changes. You need to spend considerable time planning each change and reviewing it before moving on to the next.

 

8. Learn from previous changes

Review each change and consider what worked well and what didn't work so well. With this knowledge you can improve future changes by learning from your successes and mistakes.

 

The key to a successful organisational change is first and foremost communication because without communication there is no way to ensure that everyone and everything is prepared for the change. It's also important to remember that change should be considered as a long-term event with sustained involvement and review rather than a brief adjustment with no ambition or vision. Change management should always be thoughtful and sensitive and affected people should always be consulted and involved as early as possible.

 

If your organisation is going through significant change and you would like help don't hesitate to get in touch with us ([email protected]) to arrange a free telephone consultation.

 


If you have any further questions do not hesitate to contact us either by emailing [email protected] or calling 01273 590232.
In This Issue
Useful lessons for managing and leading organisational change
Caption Competition
In the spotlight:  
 
At LCP we aim to provide a useful service to our readers so if you haven't checked it out already please take a look at  the information you can download for free from our website.
 
Click here for reports and  surveys and here for old e-newsletters on a range of  topics.  
Join Our Mailing List
This Month's Caption Competition

Click here
to take part  in this month's caption competition - best one wins a �5 Amazon voucher.
 
Business Chameleon


 
LCP
- about us

LCP is a Sussex-based firm that provides bespoke management training, leadership development, business consultancy and coaching.

Learning Consultancy Partnership LLP
Ascot House, 18-20 Third Avenue, Brighton & Hove, BN3 2PD

+44 (0)1273 590232 
Find us on Facebook View our profile on LinkedIn Follow us on Twitter