Talking in Stages
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Talking in Stages
To implement a change inside the company, leaders should take certain steps to prepare for, execute and maintain the change. Using these steps and managing change in stages help make change more controllable and helps it run more smoothly. Leaders must also take into consideration the feelings and ideas of those affected by the change, so they can contribute and feel involved. Further, if they know what is going on, they can help support the change.
Preparing for change is a major change involves consulting with those who will be involved. Everybody should have the chance to contribute ideas, and at least should understand the reason that the change is necessary. People and leaders should also understand the implementation of the change. Before beginning the change, a structural, simple plan should lay out the reasons for the change, the steps of the change, and absolute results. Implementing the change, Levins model refers to this as the “change” stage. Upper level management should slowly enforce and encourage the change. This should be done gradually at first, and than with more order. Upper level management should provide support to other employees of the company throughout the change. Such as answering questions, and addressing concerns, or providing counsel for any confusion and disruption caused. Retaining and adjustment to, the change, people and leaders should settle down with the change and be confortable with it, and this one is the “refreeze” stage according to Levins model. Another part, A good organization is constantly changing to match the state of the present economy and its stakeholders. Organizations that do not change usually stay stagnant or even fail due to lack of change. Awareness to meet the needs of the present economic times, a company must first be aware that change is necessary. The economy may be something that the leaders of an organization are constantly monitoring to decide if they need to implement change. Other times, a company may not be aware of its need for change until a significant event takes place. Adoption, Organizations must form an adoption plan to implement their change. A company must allow significant time to formulate a plan. Most organizations inform all of their stakeholders of the plan to ensure it suits everyone because it is a little bit easier to adopt a plan. Implementation and Institutionalization of a plan of change in an organization is sometimes the most difficult stage. Coming up with an idea is fairly simple. However, implementing he idea is more difficult. Company must allocate more resources, including personnel and money for implementation. Once the organizations change has taken place, management must provide innovative challenges to employees on a regular basis to ensure the organization is always up to speed with surrounding changes, especially changes in the economy and dynamics