Change team culture
Why Change Management Teams Are Needed?
Every team needs to work in synergy to achieve any and every goal that they have been set. Change teams are no different, in fact, their collective effectiveness is of greater necessity. By now you understand that the ultimate goal of change management is to drive organizational results and outcomes by engaging employees and inspiring them to adopt a new way of working. Individuals in critical positions must embrace the change and coordinate their efforts in certain ways as part of change management. A whole system of individuals inside the business, from the highest levels of leadership to front-line workers, must help employees during the change.
The Core Change Team
The Core Change Team consists of a multitude of different people, designed and trained to perfect different processes that contribute to the change you seek. This consists of staff in lead roes within the organisation. There are numerous teams involved designed to help support the core team, change is made possible by all contributors, not just the ones you see in front of you. Change management necessitates people in critical roles to engage with the change and coordinate their efforts in specified ways, much like putting on a play, when performers, directors, costume designers, lighting and sound crews coordinate their separate abilities to achieve a single effective conclusion. A whole system of individuals inside the business, from the highest levels of leadership to front-line workers, must help employees during the change. Each role has their own hand to play in the game of change management, when paired constructively with the correct employees and the rest of the change team, incredible things will follow.
Identifying Your Change Team
The key to adopting a new way of working is by having the right people, successful change is only possible when team synergy is achieved. If you have already completed a stakeholder analysis this process is much easier for you, as you have already identified key parties that can aid or hinder your attempts. Influencers and Resistors are identified relatively early in the process, and normally are revealed without much investigating. Walking into a business blind can sometimes be a blessing when it comes to understanding the business as an outsider looking in. Many Change Managers conduct interviews with staff and management as time goes on, but a set of fresh eyes alongside with a strong change team can be the key to successful change. There are three key steps to ensuring your change team can synergise;
- Setting Concrete Goals
- Letting Members Do Their Job
- Nurse The Change Together
These work in conjunction to teamwork, which a change team cannot continue without. In today's chaotic society, flexibility has become essential. Expect change resistance along the road and begin with a clear grasp of your company's direction. Most importantly, embrace change and uncertainty since they may be fantastic growth catalysts, use your Change Team efficiently to reach this goal.
Prerequisites
The team may be identified (assigned) early in the process before the stakeholder analysis. And/or as part of the stakeholder analysis
Change Manager
This is the head of change, they thrive on recognising business need, opportunities, and consequences, and working collaboratively with the company, you will be responsible for planning, designing, and implementing change initiatives aimed at creating an open and connected culture. This position will oversee change activities from the groups below and seek feedback and participation from the company in order to support change management initiatives such as training, stakeholder engagement, and Change Impact Statements.
People/Process/Group Risk/Product/Project Work Stream Lead
Determine and evaluate any recommended adjustments. Determine the important parties impacted by the changes. Find and use methods and tactics to help impacted stakeholders become aware of and comprehend the planned changes. Determine the necessity for training and offer suggestions for the training plan. Prepare for the transformation to the new state. Ensuring the adoption of the modified organisation and business continuity. Work together to develop further change management initiatives and get input from the teams that the team liaisons have indicated. You will note that many roles fall under this curtain, this is because they are key to supporting the change manager enacting change. Their role cannot be understated as they dive deeper into their specified areas to help
Business Team Members
These members represent their group or business unit while introducing new procedures Recognize the changes that will be made, and let the change team know how they will affect things. Recognize team dynamics and assist the change team in identifying key influencers and behaviours that point to change resistance. Find and offer chances for the change team to boost programme participation. Having people on the inside of the business can be useful when trying to understand the company as a whole and of its individual parts, these people can be vital to ensuring the change is accepted and is sustained over a long term. These people become change champions, it pays to keep them as close to you as you can while working efficiently alongside them.
Why These Roles Continue To Provide
Change Management exists to provide incredible value to those who create it and those who use it. Every role stated above has the ability to help create extraordinary change, change doesn't happen just when you hire a Change Team, the importance of having the right staff and assistance is the real reason why change occurs. As noted earlier, performing a stakeholder analysis before this step can give you an upper hand to adopting change. Many influencers will work hard within the business to drive this opportunity, and many resistors will continue to fight it. This is just life, but empowering people can make them do amazing things, well after change has been adopted and the Change Team's job is done.
