Analyze The Best Practices Of Leading Change

Change management is a strategic method to ensure changes are effectively implemented to attain organizational goals. Impacts of change should create a focus on employees and teams that shift from one perspective to another, which can create challenges. It is important for leaders to ensure the planning and controlling of the change process promotes a positive experience, and guides the organization to its success. In this paper, the topic for discussion will analyze the best practices of leading change management, motivating employees and supervisors during organizational change, and factors that could hinder the process of leading a diverse culture of change.

An important factor to consider in change management is to evaluate external forces such as; technology, macro economical, and social factors that may impact the organization. Another component to assess is the opportunity derived from change, and to acknowledge resources that have an influence on if or how change is commenced. This can refer to external and internal factors such as; market requirements and technology advancements (Doval, 2015). Many internal and external forces are significant factors that influence organizational change, and produce a reflective impact on the decision to initiate change. An important focus when leading change is to lead with the culture, as it is critical to the organization’s success throughout change. This can refer to learning how to overcome conflict, and offering support to avoid conflict. Focusing on the support of employees is imperative because employees possess emotional connections to the culture; it is not wise to assume employees will adjust without support. It can be easy to lose sight of culture among the formal change process; reporting, structuring, and decision-making. An important best practice is to learn the culture entirely and utilize

As important as it can be to see an organization financially grow, it is equally important to understand the needs and desires of employees. Creating a culture rich of motivation and unification can offer significant success for an organization. As change can bring confusion, concern, and conflict, it is important to openly communicate with employees to ensure they remain involved during modifications. Additionally, continue to show interest and address concerns as they arise. Factors That Hinder Change Management Successful change starts with employees, while failures and conflict can be initiated by the unwillingness to adapt to change. Employees may require behavior traits or skills needed to adapt during change, and can reduce task effectiveness and engagement. Leaders should have a strategy in place when employees demonstrate a resistance to change. Through the change process, it is important to effectively manage supervisors and employees by developing a strong support system, including coaching to assist with change adaption (SHRM, 2017). Employees fear change, especially if he or she is uninvolved in the process and unsure of the outcome. Another factor that can