6 WAYS OF MANAGING CHANGE

There are many ways of managing change and the following are 6 of the better known strategies together with some Positive and Negative factors associated with them. It is possible that not one strategy, but a combination of these strategies will be more effective in an organisation.

1.    DIRECTIVE

Management takes full and direct responsibility, imposing change through formal management channels to a pre-determined plan.

Positive Factors - Fast and appropriate in crisis situations. If the crisis is perceived by all, employees may accept a ‘rough and tough’ change strategy (particularly if management is highly regarded and provides active leadership. The strategy is useful in situations where the change is not in the interests of those affected.

Negative Factors - The initial plan may be flawed because of the absence of input from subordinates who may hold key facts. The strategy is likely to generate resistance and sabotage, because of the lack of input and involvement.

2.    EXPERT LED

Used where change is the result of a technical problem needing expertise to develop the solution. Management usually takes strong lead. Participation by those affected is minimal.

Positive Factors – This strategy can provide fast change if it is tackled by a small ‘expert’ team which has decision-taking authority. If the employees see the change as a legitimate response to a technical problem, there may be little resistance.

Negative Factors – The chosen experts may not be seen as people who fully understand the issue or local situation. Resistance may be strong if the expert team does not include those skilled in winning commitment.

3.    NEGOTIATED

Change is the result of a process of give-and-take. This strategy is usually adopted when those affected have some rights involved in the change, or have the power to resist e.g. changes in working practices, which need to be negotiated.

Positive Factors – Those affected are less likely to resist if the negotiation process is seen to be fair. The change may well become permanent.

Negative Factors – The negotiation process may be slow. The outcome, in terms of concessions won, or in dilution of the desired change, may be different from that envisaged by management.

4.    COACHING

Based on the concept that behaviour is dictated by values and beliefs, this approach is designed to change the business culture of the employees through education, training and persuasion.

Positive Factors – This strategy results in a positive commitment to change. The particular problem may be solved in a better way because more opinions and expertise are bought to bear. The approach may prepare the way for future changes.

Negative Factors - The process is slow. It is costly in terms of time. It probably requires the engagement of external consultants/tutors to lead the educational process.

5.    PARTICIPATIVE

This approach involves the maximum number of people and is based on the assumption that, without participation, commitment cannot be achieved. The approach is effective when management is seeking to create a permanent, wholesale, shift in the organisation’s culture and ability to change rapidly in the future.

Positive Factors – A broad cross-section of staff formed into change teams. They are educated in the processes of change and encouraged to conduct the internal and external environmental analyses, which will lead to the individual change projects.

Negative Factors – This process takes the longest to achieve results and is the most complex in terms of management. It requires a wide range of skills.