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Change in Lean Management

Understanding and Managing Change in Organizations

Change management is currently a buzzword among leaders doing all that is possible to ensure the changes are implemented effectively. One should understand that it is not about a new way of doing things but rather how an organization should function while taking into consideration different dynamics, particularly respect for people.

The Phases of Change

It is often accompanied by various emotions and resistance to management’s refusal. According to Colin A. Carnall , there are five phases of change, each of which requires the appropriate method of management.

1.Denial:

The first is the phase of denial. In this regard, individual employees may be skeptical about the upcoming change. This is primarily due to psychological factors.

Therefore, management should provide constant information, allocate time to understand psychological processes. Information can reduce the level of uncertainty and, conversely, provide employees with the necessary energy for the upcoming change.

2. Defence:

Defense mechanisms may be triggered as people fight for their self-esteem. However, defense must not be mistaken for resistance.

Stakeholders should be given the opportunity to acclimatize themselves to the dynamics of the alternative and discern how it will impact them intimately. It is critical for persons to comprehend why modification is crucial and how it will impact them directly,

3. Rejecting:

Once stakeholders have accepted the inevitability of the transformed state, they may respond by rejecting change as a whole.

This stage can be limited with appropriate triggers of hope and support. Some positive gestures from management and opportunities to share information can help stakeholders better prepare for the future.

4. Adapting:

The fourth stage appears as stakeholders get used to working with new methods and try to succeed.

Managers need to be more lenient about the errors and more public about the victories. Maintaining excitement and strength will necessitate regular progress reports.

5. Internalization:

Once the new system becomes a day-to-day part of functioning, stakeholders develop new associations, routines, and relationship patterns.

Meanwhile, management is simply allowed to recognize and encourage workers, and tangible results that can be expanded upon provide an ongoing platform for inspiration.

Acceptance of Change

People’s acceptance of change varies. It may be influenced by various factors, such as personal belief, peer pressure, or tangible results.

Some people may embrace the change, while others may be more reticent. However, certain individuals will undoubtedly be staunchly opposed to this, and their concerns must be handled carefully.

Conclusion

Change management is a complex and dynamic process that must be carefully managed through all stages. By identifying the nature of the change and using an adequate strategy, businesses will be capable of achieving the appropriate level of transformation without compromising the respect and attention from their employees.

 If you want to get more ideas on how to manage change adequately and boost organizational performance – read our blog!

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