Is Change is inevitable??

As Benjamin Disraeli (1867) described “Change is inevitable”! This statement is valid for countries, and organization both as both are changing over the period of time. Measuring these changes is also important to analyse that why it occurred and what are the important factors that can be learnt from these changes. One of the frameworks provided by Author William (2012) there are three types of changes first is developmental change for the organizations, second are transitional changes and third are Transformational changes. These changes have some similar attributes to the leadership style. For example development change only happen at organization level when need of improvement recognized and that occur at the ground level frequently and further get implemented from the Top. Transitional change occur when organization recognize entire new work follow and implement that for betterment, in this circumstance also leader take entire ownership of success and failure for the new workflow and transformation change occur when some strategy become necessary when organization failed to deliver and as a learning they implement the process, leaders role are again important here to recognize their failure and start a fresh (William, 2012).

Role of manager is important, in every process of organizational change. This can be understand from the transactional grid which four phases first is Denial, Second is Resistance , third is exploration and fourth the commitment as depicted below in the figure (Beitler,2005)

blog3

Figure: 1 Four Phase of Organizational Change (Beitler, 2005)

Managers role become more important in the change process, particularly in the troubling times (Boomer 2012). Mullins (2012) described in his book organizational resistance particularly during the change process arises because of two factors one is organizational resistance that occur because of the culture of the organization, stability, financial option, past contracts an agreements and power of influence. And second resistance occurred at the individual levels because of the Perception, Habit, and Inconvenience, Economic problem, social security and unknown outcome.

Based on the change management theory, manager can use the best practices to overcome from the resistance of change. Based on the Kotler’s eight step model mange the resistance (Kotter, 1996, referenced by Burnes 2009:388) and these are

– Increasing the importance for organizational change.

– Structuring the team for the change

– Creating the long term and short term goal for leading change

– Establishing the communication to manage the change

– Empowerment of team

– Vision

– Persistence about the change

– Establishing the change

Above framework help leaders to overcome from the resistance, factor such as increasing the importance for organizational change, help the leaders to showcase the need of change with the entire group before even start that, similarly manager can restructure the existing team to increase the awareness for change to ensure that resistance ruled out. Similarly manager need to create the short term and long term goal for the leading change and managing resistance for the organization, Manager need to understand the and should be confident on the goal that they are try to driving for the company. Taking example from Steve Jobs after even failure, manage and resistance to the change because of his understand about the organizational goal. Similarly, Peters (2011), proposed the 7S model for organizational change proposed in McKinsey consulting conclave. In the proposed strategy leaders need to must have seven skills in manager to resistance the change. These are Shared Values, Strategy, Structure, Systems, Style, Staff and skills. Taking example of DLF (Indian Real Estate Company), company has gone through the major changes in the recent past for example its decision to not sponsor the Indian Premier League (IPL) major cricket events in India had created major rift between the marketing and sales team. Sales team was in favour of the sponsorship however management was not keen on because of the huge cost implication (Rathore, 2013).

Comments for this post are closed.