change management objectives
22 Change Management Objectives
posted by Anna Mar, August 15, 2013
Leadership is change leadership. Stay-the-same leadership doesn't exist.
Organizational change management is the leadership of large changes at the organizational level.
The primary objective of organizational change management is to execute strategy. That's easier to say than do. The following objectives (goals) are how organizations deliver change.
1. Establish a Culture of InnovationIf your culture is in the habit of resisting change — every change will be difficult. Establishing a culture that's creative and accepting of change is a high priority objective for every change management practice.
2. Establish Principles for ChangeChange management principles are the lifeblood of your innovation culture. They set expectations to everyone in your organization — we aggressively innovate and change.
3. Develop Innovative StrategiesChange management is a strategy game. Develop and implement strong culture, communication and performance management strategies.
4. Establish Best Practices for InnovationDevelop best practices for tactical change management.
5. Develop Change LeadersChange is a leadership activity at every level of your organization. Develop your leaders of change.
6. Empower Agents of ChangeDelegate sufficient authority to leaders of change and support them.
7. Identify Change Accountability & ResponsibilitySet clear expectations for change accountability & responsibilities.
8. Align Employee Objectives to ChangePlan to measure all employees according to change objectives. Set performance expectations with every employee and invite commitment.
9. Communicate & Socialize ChangeCommunication & socialization of change is critical to reducing resistance to change.
10. Address Concerns and Improve ChangeSocialize change with a genuine intention to improve it. Address employee concerns and act on valuable feedback.
11. Apply Knowledge to ChangeKnowledge underpins all change. Ensure that knowledge is leveraged and improved.
12. Train Employees to Prepare Them For ChangeTraining reduces change execution problems and improves acceptance of change.
13. Achieve Employee Participation In ChangeIt's not enough to give employees objectives to support change. Change management seeks employee engagement. Deploy strategies to energize your organization around change.
14. Create a Sense of Urgency For ChangeBuild empathy in your people for the change. Communicate to ensure employees are aware of the external forces (e.g. competition) that make change an urgent need.
15. Maintain Change MomentumToo often changes start on a high note and then lose momentum. Keep employees informed and engaged on a daily basis.
16. Recognize & Celebrate Change MilestonesCelebrate small victories to maintain change velocity.
17. Manage PerformanceChange management actively aligns with performance management.
18. Reward Agents of Change Establish incentives for the agents of change early on. Reward results.
19. Gain Acceptance of ChangeLaunch the change and gain acceptance.
20. Learn From ChangeUse your failures and successes to build organizational knowledge.
21. Measure Change ResultsMeasure the business results of change.
22. Sustain ChangeChange is a long term, sustainable strategy. Avoid destroying the future with a change today.
The primary objective of organizational change management is to execute an effective strategy. That's easier to say than do. The following secondary objectives (goals) are how organizations deliver change.|
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