Management Skills - The Being and Doing of Change Management

One of the most valuable skills managers and supervisors can possess is the ability to help guide their employees through the changes in their unit, department or organization. Since change is a constant in growing, evolving organizations, making the change process a little easier will help ensure that employees get "on board" and more productive sooner.

What Good Managers Can DO to Make Change Easier

Plan

Whether for a small change in your unit or a huge system-wide change, careful planning, piloting and testing are key. Don't roll it out till you are ready.

Communicate,

Make the best case for change; let people know what's coming; set up rumor control systems; keep your door open; invite questions.

Train

Train people on new processes, equipment, and software. Give them what they need to succeed. Run parallel systems for a while if possible.

Measure

Check to see what's working, what isn't. Measure results when possible. Report to staff members often.

How Good Managers Can BE to Make Change Easier

Empathize

Be compassionate; change is hard. Have patience. Be enthusiastic. Take care of your own stress.

Listen

Listen, listen, listen. Walk around, ask questions, check things out. Coach and train on the spot. Help where you can, but mostly listen and respond respectfully.

Balance

Strive for a balance between servant and leader. Be inspiring about the final outcome, realistic about the current situation. Get help from above when it is needed.

Be Credible

Maintain your own credibility by remaining in charge, future focused, positive, honest, and ethical.

Resistance to change on the part of your staff may not mean they are opposed to the new project or change, They may have an enduring attraction to the present way of doing things! A manager or supervisor's job is to assist in creating an attraction to a new way of doing things.

Understanding that resistance, skepticism, defensiveness, inaction or cynicism in response to change may just be the tip of the employee's iceberg. Beneath the surface can lay anxiety, fear, feeling incompetent, confusion, frustration, sadness, helplessness, anger or even cautious optimism. Although it may feel like these emotions are directed at you, they are not about you. It's about their response to change.

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