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22 Change Management Objectives

        posted by , 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 Innovation

If 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 Change

Change 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 Strategies

Change management is a strategy game. Develop and implement strong culture, communication and performance management strategies.

4. Establish Best Practices for Innovation

Develop best practices for tactical change management.

5. Develop Change Leaders

Change is a leadership activity at every level of your organization. Develop your leaders of change.

6. Empower Agents of Change

Delegate sufficient authority to leaders of change and support them.

7. Identify Change Accountability & Responsibility

Set clear expectations for change accountability & responsibilities.

8. Align Employee Objectives to Change

Plan to measure all employees according to change objectives. Set performance expectations with every employee and invite commitment.

9. Communicate & Socialize Change

Communication & socialization of change is critical to reducing resistance to change.

10. Address Concerns and Improve Change

Socialize change with a genuine intention to improve it. Address employee concerns and act on valuable feedback.

11. Apply Knowledge to Change

Knowledge underpins all change. Ensure that knowledge is leveraged and improved.

12. Train Employees to Prepare Them For Change

Training reduces change execution problems and improves acceptance of change.

13. Achieve Employee Participation In Change

It'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 Change

Build 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 Momentum

Too often changes start on a high note and then lose momentum. Keep employees informed and engaged on a daily basis.

16. Recognize & Celebrate Change Milestones

Celebrate small victories to maintain change velocity.

17. Manage Performance

Change 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 Change

Launch the change and gain acceptance.

20. Learn From Change

Use your failures and successes to build organizational knowledge.

21. Measure Change Results

Measure the business results of change.

22. Sustain Change

Change is a long term, sustainable strategy. Avoid destroying the future with a change today.

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