Change management advises

Last updated: April 4, 2025 at 8:42 am

I was asked if I could describe change management. Here is a suggestion – it is, after all, a field about which thousands of books have been written. From a leadership perspective, we would likely refer to it as change management, but just as important is training employees in absorption and adaptation.

Change management is a critical process for any organisation, and several factors contribute to its success. The speed at which the changes are implemented, adaptation abilities in the employee group, and the absorption level are three important factors that organisations must consider when managing change.

Speed: Implementing changes quickly is crucial in change management because it tends to make them more effective. The faster an organisation can implement change, the less time it has to spend dealing with resistance, inertia, and other obstacles that can slow down the process. However, speed should not come at the cost of quality or thoroughness, and organisations must balance the need for speed with the need for careful planning, communication, and stakeholder engagement. Perhaps the most important element is that the speed of implementation often needs to be varied throughout the process, and remember that the business need for rapid change is typically higher than the speed at which people can adapt to change; therefore, managers should ideally be trained in change management and employees should be explained about absorption and adaptation. Important keys are welcoming involvement, engagement, and communication.

Adaptation: Adaptation refers to an organisation’s ability to adjust to changes and new circumstances. Change management involves adapting to new systems, processes, and ways of doing things, and an organisation’s ability to adapt to change can determine its long-term success. Successful change management involves anticipating the need for change, designing flexible systems and processes, and building a culture that values innovation and adaptability. Adaptation also refers to an employee’s willingness to change. Essential is to ensure the employees understand what the changes are, what impact they will have on the individual, what the outcome will be, and what the work looks like after the changes, so to speak.

Absorption: Absorption refers to an organisation’s ability to integrate changes and new processes into its existing systems and processes. Successful change management involves more than simply implementing new systems and processes; it requires integrating these changes into the fabric of the organization. This involves building the necessary capabilities, processes, and infrastructure to support the change, as well as providing the necessary training and support to employees. Again, focus on the employees; not everyone absorbs change equally quickly.

Often, managers have talked a lot about the changes and have gotten used to the idea. Remember that when it is first presented, it is often brand new to the employee. It will take some time for them to get used to the new ideas and the new direction.

Finally, change upon change only creates confusion, so make sure the changes are well thought out. For the benefit of the operation, be sure they are approved so that everyone knows what the changes do and why they are implemented. After the final OK from the CEO, let the changes be implemented and let the changes have some time to work. You can, for example, make adjustments after 9 months, but the recommendation is not shortly after; it can create turmoil and a lack of faith in the organisation and management.

And remember, measure the results of the changes and learn from everyday life.

In summary, managing change is a complex process that involves multiple factors, including speed, adaptation, and absorption. By carefully considering these factors and developing a comprehensive change management plan, organisations can ensure that their changes are successful and sustainable.

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