Management of Change

What is Management of change?

 Management of Change (MOC) is a best practice used to ensure that safety, health, and
environmental risks and hazards are properly controlled when an organization makes
changes to their facilities, operations, or personnel.

Reference- https://inspectioneering.com/tag/management+of+change

What is the purpose of management of change?

 Change management is a systematic approach to dealing with the transition or

transformation of an organization's goals, processes or technologies. The purpose of
change management is to implement strategies for effecting change, controlling change
and helping people to adapt to change.
Reference-https://searchcio.techtarget.com/definition/change-management

Differences between leading and managing change

 Leading change management involves providing subordinates with a clear vision of why change
is required, the way change is going to be implemented and the anticipated results while
Managing change is when you proactively make the most of changes to benefit your organization.

Resistant to Change
 Resistant to change is the action taken by individuals and groups when they perceive that a
change that is occurring as a threat to them.
 Strategies for managing change

1. Plan Carefully

Before you bring proposed change to your team, make sure you
have a clear plan in place that covers, at a minimum, when, how,
and why the change is taking place. Ideally, you'll have documented
the tasks needed to get you to where you want to be, outlined new
or changing responsibilities for anyone affected, crafted a fully-
developed timeline, and come up with responses to address
potential concerns.

2. Be as Transparent as Possible

One of the tricky parts about organizational change is that it will

often arrive in phases, or will involve a level of confidentiality on the
part of the management team or certain individuals. However,
especially when the change will be a major one, it's helpful to be as
transparent as possible with your employees - even if you can't give
them all of the details, being upfront about the pieces you can share
(and clearly explaining their impact) will go a long way towards
helping your staff feel more comfortable.

3. Tell the Truth

This is an easy rule to follow when the change in question is

positive; when the change is in response to challenging
circumstances or will result in short-term negative outcomes, this
becomes trickier. However, being honest with your staff to the
extent that you're able to is usually the best route: sugarcoating,
presenting things in an overly optimistic way, and promising
unrealistic outcomes will just make your staff suspicious and
distrustful of your motives. While it's important, as a manager, to
present an optimistic front to your team, do so in a way that
acknowledges potential challenges and drawbacks.

4. Communicate

Keep the lines of communication open between you and your

employees. Take the time to explain why the change is happening,
and what it will look like in practice. Make yourself open to
questions, hold team meetings, and invite your reports to come see
you and talk through their concerns or thoughts in a neutral
atmosphere.

5. Create a Roadmap

Help your employees understand where the organization is, where

it's been, and where it's going. How does the change play into the
business's history, and how is it going to shape its future? Laying
this out clearly will demonstrate the thought and strategy behind
the change, and will help staff see how it fits into, or is evolving
from, the business model they've become accustomed to.

6. Provide Training

When the change involves shifts in technologies or processes,

provide adequate training for your employees to help them master
the new way of doing things. And make sure that you convey that
this training will be available when the change is announced, so as
to avoid employees feeling like they'll be left behind due to lack of
skill or experience.

7. Invite Participation

Although this won't always be possible, giving employees the

opportunity to participate in, or give feedback on, decisions can be a
really positive strategy. Employees will be grateful for the chance to
make their voices heard, and it can also be a great way to get
different perspectives and understand impacts you might not have
thought of otherwise.

8. Don't Expect to Implement Change Overnight

A longer, more strategic rollout is almost always the best option,

rather than a hasty shift in direction. Not only will you give your
employees a chance to adjust to the change, you'll be able to
answer questions and address any issues well in advance of the
change going into place. Additionally, people are generally slow to
adopt new habits, so this will give your staff a chance to familiarize
themselves with the new way of doing things and gradually phase
out old practices in a more natural way.
9. Monitor and Measure

Once the change process is in motion, it's important to maintain

consistent oversight over implementation and rollout to ensure that
things go smoothly and that you'll ultimately be successful. Keep a
close eye on potential problems, and address any issues in a timely
manner. Define metrics to measure success, and continually monitor
them to make sure that you're staying on track. And continually
touch base with key stakeholders to gauge their perceptions and get
any relevant feedback.

10. Demonstrate Strong Leadership

Above all else, remember to go back to basics and focus on

maintaining and exemplifying the qualities of a leader, inspire your
team; demonstrate strategic thinking; be open-minded and flexible;
and show your team that they can depend on you to have their best
interests at heart. A strong leader can help their team weather the
storms of change with confidence and clear-sightedness, no matter
how challenging they might be.

Reference- https://online.champlain.edu/blog/best-organizational-
change-management-strategies.
 The importance of communication in the management process

Effective Communication is significant for managers in the

organizations so as to perform the basic functions of management,
i.e., Planning, Organizing, Leading and Controlling.

Communication helps managers to perform their jobs and

responsibilities. Communication serves as a foundation for planning.
All the essential information must be communicated to the
managers who in-turn must communicate the plans so as to
implement them. Organizing also requires effective communication
with others about their job task. Similarly leaders as managers must
communicate effectively with their subordinates so as to achieve the
team goals. Controlling is not possible without written and oral
communication.

The importance of communication in an organization can be summarized as

follows:
1. Communication promotes motivation by informing and clarifying the
employees about the task to be done, the manner they are performing the
task, and how to improve their performance if it is not up to the mark.

2. Communication is a source of information to the organizational members for

decision-making process as it helps identifying and assessing alternative
course of actions.

3. Communication also plays a crucial role in altering individual’s attitudes,

i.e., a well-informed individual will have better attitude than a less-informed
individual. Organizational magazines, journals, meetings and various other
 forms of oral and written communication help in moulding employee’s
attitudes.

4. Communication also helps in socializing. In todays life the only presence of

another individual fosters communication. It is also said that one cannot
survive without communication.

5. As discussed earlier, communication also assists in controlling process. It

helps controlling organizational member’s behaviour in various ways. There
are various levels of hierarchy and certain principles and guidelines that
employees must follow in an organization. They must comply with
organizational policies, perform their job role efficiently and communicate
any work problem and grievance to their superiors. Thus, communication
helps in controlling function of management.