Address the “human side” systematically.
•Any transformation creates issues touching on people. •New jobs will be set up and new skills and capabilities will be required. •Dealing with such changes requires the involvement of leadership, engagement of key stakeholders, and leaders (Cameron & Green, 2015).
The CEO is often seen as the main point as everybody looks up to him for strength, support, and direction (Cameron & Green, 2015). Therefore, leaders should embrace new challenges so as to motivate their workforce. The executives should work together to realize success
Changes affect all sections in the organization. Training must align individuals to the mission and vision of the organization with a bid of make change happen
Legal case allows for creation and alignment of leadership. This is achieved through confronting reality, having faith that the company has a healthy future, and providing a clear roadmap that will guide behavior and decision-making (Cameron & Green, 2015).
Leaders should accept responsibility in all areas under their control. This achieved through involving people in all the processes and reinforcing the use of incentives and rewards (Cameron & Green, 2015).
Communication provides employees with the right information at the right time, and they get their feedback through various channels (Swayne, Duncan & Ginter, 2012).
Effects of cultural change should be identified early and addressed to avoid backlash at later stages. The organization should always prepare for the unexpected. This is achieved through continual assessment of impacts and the willingness to adapt to transformation
This is intended to educate employees on the intended effects of change. It also entails how change will be measured and what success or failures will be expected. By so doing, it will make people aware of the coming changes; hence, they feel as if they are part and parcel of the change process (Swayne, Duncan & Ginter, 2012).
Cameron, E. & Green, M., 2015. Making sense of change management: a complete guide to the models, tools and techniques of organizational change. New York: Kogan Page Publishers. Swayne, L.E., Duncan, W.J. & Ginter, P.M., 2012. Strategic management of health cares organizations. New Jersey: John Wiley & Sons.