Managers are Human Too: The Effect of Organizational Change
Change is like the weather; inevitable and sometimes stormy. And just as we all grab an umbrella when raindrops start falling, organizations need their own umbrella to weather the storm of change.
But have you ever thought about the people who carry those organizational umbrellas, making sure everyone stays dry? Those people are your managers, the unsung heroes of change!
Let’s explore the roles of managers and individuals in the change process, delve into the manager's role and responsibilities in implementing change, and uncover the profound impact of organizational change on both the organization and its human side.
Managers Roles and Responsibilities in Implementing Change
Managers are responsible for aligning the change initiative with the company’s broader goals and objectives. For instance, they set clear objectives, define a roadmap, and ensure that every step of the change process serves the organization’s strategic purpose.
Managers are entrusted with the location of vital resources, such as personnel, budget, and time, to execute the change plan effectively. They make judicious decisions to ensure that resources are optimally distributed without causing disruptions elsewhere in the organization.
Managers are people too.
Managers are people too. In other words, it’s important for them to understand the why behind a change and make a conscious decision to support or resist change. Resistance is not a bad thing, in fact, providing feedback about why you’re resistant can help improve the change implementation. As a manager, you’ll want to understand and work through how you feel about a change before trying to encourage others to adopt the change. If you don’t, they will see right through you.
Sometimes, unexpected issues pop up. Therefore, managers need to spot these problems and come up with creative solutions to keep everything on track. It helps their teams stay flexible and strong to handle any challenges that come their way during the change.
Role of Individuals in the Change Process
Acceptance and Adaptation
Each person will adopt change at a different pace. Some fast. Some slow. In the days and weeks leading up to a change, you’ll want to check in with your team to see how each one is doing. Asking the simple question “how are you feeling about the upcoming change” is a great conversation starter that can lead to a better understanding of their emotional connection to a change.
The frontline employees often have valuable insights into how changes affect daily operations. They should provide feedback to managers and leadership to fine-tune the change process.
Creating a support network is a win-win for the organization and the team. A support network can consist of team members working together to adopt a change by providing support to one another. A support network can also be broader and consist of teams across the organization who are impacted by change. Together they can provide feedback about the change implementation and/or be advocates for the change. Either way, teams of people are working together to adopt the new change.
Impact of Organizational Change
Organizational change brings fresh and creative ways of doing things. These new ideas can lead to innovation and improvements in how the organization operates.
When an organization adapts and responds quickly to shifts in the market or new trends, it stays ahead of its competitors. It can respond quickly to what customers want and what the competition is doing. As a result, it ensures the organization’s long-term success and relevance in its field.
Ready to dive deeper into the world of change management or discover the impact of organizational change in your organization?
Reach out to Eric Currie now and embark on your journey towards a brighter, more adaptable future!