Managing change and innovation in organizations
- Feb 25, 2020
The dynamism of the scenarios in which the companies operate forces a posture of constant change, always seeking the evolution of the organization in order to achieve greater competitiveness and get ahead of the competition. Do you feel that kind of attitude on the part of management and leadership in the place where you work?
I ask this, because the behavior of constant transformation starts from the top management and, as in a cascade movement, must be assumed by everyone aiming at the organization's survival.
If employees do not adhere to the change, corporate processes are not implemented and the organization will remain stagnant, inadequate to new market demands. Clearly this scenario can be compared to a domino effect, in which, at the end of the day, the organization is at a competitive disadvantage compared to its competitors.
However, before starting the actions that are part of change management, it is necessary to understand the concept of change. To understand, just keep reading the article!
What is change management?
Change management refers to an approach that aims to assist companies in making changes, whether structural, operational or tactical. To ensure the effectiveness of the action, employees, teams and managers need to be aligned.
For this, the first major challenge is that all levels of the organization understand the need for change and incorporate the feeling of growth and evolution. Then, it is essential that each employee adds their skills and knowledge to the process, indicating constructive comments that help to develop in all stages of the project.
The change process is necessary in any company, regardless of size or time of existence. This can be caused by internal factors like scarcity of financial or intellectual resources, economic mismanagement, scandals and more. Thus, how it can originate in an economic crisis, dissatisfaction of stakeholders, technological advances in the market, trends, performance of the competition.
6 types of change existing
Find out below what are the 6 main types of organizational changes:
Incremental: this is the one that has the least impact on the organization's processes, which makes it more frequent in the corporate day-to-day. Its focus is to add value to something, that is, to maximize the company's capacity, improve its structure, propose solutions and much more.
Transformational: this change concerns changes in the organizational climate and culture, in this sense, management and the way work is carried out are connected. This change is profound, since its objective is to positively transform the organization's processes and professionals.
Planned: based on a pre-established process, the company carries out the planned / planned change and thus reaches the desired state. Because it requires planning, this type of action is conducted by management and has three levels. The first is preparation, which refers to the identification of what the company intends to achieve with the change. The second is insertion, which is nothing more than putting into practice the necessary actions for changes to occur. And the third is the reinforcement of change, which concerns the dissemination of the benefits achieved.
Improvised: this is not based on planning, but on decisions made in real time.
Emergency: it is also not a planned change, it occurs according to the challenges faced by the organization. In this sense, they are unpredictable and cannot be controlled by management, as they occur in different departments.
Radical: this is put into practice to anticipate future situations, lead new paradigms and maximize the company's performance.
Step by step to change
The following are the steps to be taken to assist in the process of changing the organization and increasing the company's competitiveness:
Step 1: encourage ideas and innovations for the processes. The greater the diversity of new ideas for processes and products, the greater the chances for successful innovation to emerge.
Step 2: Select what is really relevant. Among the ideas that come up, choose the ones with the greatest potential, with feasibility of implementation and that will really provide evolution to the company's processes.
Step 3: apply and monitor the new processes. With the execution, follow the progress of the news. In this evaluation process, new ideas and adjustments to the company's reality will emerge.
By undertaking this assertive method, the organization favors change, encouraging the active participation of its employees. In addition, the implementation of new processes can bring greater competitive strength to the company, standing out from competitors.
Why action is needed
Change is important and necessary for the health of any business, as it is something imposed by the great competitiveness of the markets. If an organization does not adhere to change on its own initiative, taking the lead and innovating in its processes, it adheres out of necessity. In turn, this possibly comes with urgency, causing great risks.
However, its insertion is not an easy task, as the company's processes, systems and professionals are not always prepared to face the challenges that the action can bring. That is why change management is so important, since it is focused on offering a set of practices, tools and actions capable of supporting everyone to adapt to the new reality.
Change management is effective in several sectors, they are:
- Company performance;
- Increased competition;
- Implementation of new technologies;
- Changes in the organization's resources;
- Meeting stakeholder expectations;
- Team performance problems;
- New management;
- Alignment of organizational culture;
- Containment of employee rotation.
Coaching and change management
Changing something within a company is not always a linear process. Some factors are out of the organization's reach, such as the resistance and reaction of stakeholders, possible market changes and the country's economic situation. In this sense, coaching is a powerful tool that can help you walk the path with assertiveness and focus.
Corporate Coaching Solutions help the company according to needs, maximizing its performance and maximizing its results. Through proven techniques and tools, the method enables teams and professionals to deal with change, provides new patterns of behavior to those involved, develops leadership skills and competencies in management and contributes to the identification and achievement of assertive goals and objectives .
Have you experienced any organizational changes in the place where you work? Comment below and share this article with your friends on your social networks.