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Effectively Manage Change

Effectively manage change

Effectively manage change

Change management training is something that many people are interested in right now.

Why is change management training the object of such recent interest?

Because most people will have to learn how to effectively manage change; and yet most people hate change!

Change management training is important

Change management training is important because, the recent advances in technology have resulted in enormous changes in the way that we shop, how we entertain ourselves, how we spend our leisure time and how we do business.

But for many, this change means a feeling of uncertainty.
And most people don't like uncertainty: they say things like "Better the devil you know!"
Because change creates uncertainty, people don't like change.

However: it is important to remember that:

  1. If you want things to get better, then you must be willing to accept change.
  2. If you want things to get better, then you must be willing to make and implement some tough changes.

All improvement implies "making a change"

Positive Change management

Change management is an acceptance of the fact that the current situation is never static.
It is in a constant state of flux.

In order to "live long and prosper", then we must equip ourselves with the ability to accept and implement change
Maybe we should even be willing to initiate change. (What a concept!)

How does one go about creating a change-friendly attitude?

Create the right attitude by memorising and living in accordance with a simple, five-word formula:

  1. Purpose
  2. Plan
  3. Action
  4. Feedback
  5. Change

We call this the success formula

The Success Formula

  1. State your purpose (first to survive and then, grow!)
  2. Formulate in writing, your best plan,
  3. Take decisive action, based on the plan
  4. Gather and evaluate the feedback, both the positive and the negative. Discover where the plan isn't working.
  5. Make progress by continually changing, according to the negative feedback given at point 4.

Remember that all good progress is made by continually changing: making continuous evolutionary steps towards a stated goal.

Right now, take the first step of the change management success formula

Set a SMART goal

Ensure your change is not away from something: but towards something.

Towards a stated Affirmative goal.

Set your goal as a positive, affirmative statement:

Example:
Not as: "I don't want to be fat"
But rather: "I do want to be fit"

S = SPECIFIC:
Define the goal specifically: describe the goal numerically and define each term.

M = MEASURED:
Decide how you will measure the feedback.
How will you know whether you are making good progress or not?

A = ACHIEVEABLE:
Name the skills you will need to acquire.

R =REALISTIC:
Identify the constraints that you will have to deal with:

  1. Time constraints
  2. Financial constraints
  3. Physical constraints
  4. Legal constraints

T = TIME DRIVEN:
Set a time deadline: What and when are the milestones?

Step two: Build the practical plan of action

When you know all of the above information:
Gather the team and "Map out the plan".
Use a mind mapping technique to identify the steps.

When you have finished, you should have the steps laid out in the proper time-sequenced order.

Everyone must know what is expected.
Strive to create and sustain a Can-do attitude:

What does it mean to have a CAN-DO attitude?

A can do attitude based upon a belief that you DO possess the collective ability and desire, sufficient to construct a future that is better than either the present or the past."

If the "Successful change formula" is so simple: then how come everyone doesn't do it?

That is a good question!

Here's why:
Most people don't know about the five part success formula.
And even if they do, then most people don't like:

  1. Part one of the success formula: Committing to goals (for fear of not achieving them)
  2. Part four of the success formula: Negative feedback, criticism, setbacks and defeats
  3. Part five of the success formula: Change (most people don't like change)

How do you go about creating a change-friendly organisation?

Create the right organisational mind-set by teaching everyone in the organisation (especially the managers) how to implement this simple, five-word formula:

  1. Purpose
  2. Plan
  3. Action
  4. Feedback
  5. Change

Make it so!

For more information about change management training visit the Corporate Coach Group website

You or your colleagues might also be interested in our newest Change Management Questionnaire

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Further Reading in Change Management

  • Change - If it ain't broke, don't fix it
    Change management training - If it ain't broke, don't fix it is incorrect Many people fight change. The reason for that is that change implies uncertainty. And the human mind does not like being uncertain. Hence, many will put up with circumstances they DO NOT like, for fear of making a...
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  • Measure the Feedback
    Once you have set your goal, don't forget to measure your progress and act on feedback. Feedback tells you how well you are doing, and whether you need to make any adjustments to achieving that goal.
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  • Continuous improvement and change management
    Continuous improvement and change management Here is an interesting question: What must we do in order to improve the current situation? Let me make an assumption about your current situation. You would like it to be better. Everyone wants, and some of us need to improve on the current situation. If...
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  • How to manage change
    How to manage change - change management Change management training is important for everyone. Why is change management training so important? Change management is important because everyone must manage the change that's occurring due to the on-going technological, social and political evolution. Everything is in a state of evolutionary change. Everything...
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  • For things to improve, we need to make changes
    The fact is, that success requires change. But many humans don't like change. Change can be evolutionary or revolutionary. Evolutionary change is often less traumatic than revolutionary change. Let us look at the advantages of both ways.
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