Rule of Thumb for Change Agents
Change is not a one-man show, but all need to be involved for the change to be successful. Many people who try to force change end up frustrating themselves. The failure is bad, especially to those people who believe in themselves too much. Sometimes it is a lesson unto them that remind them that all are important in one way or another.
Do it together. When a change is implemented in an organization, it will affect at least one department. The departments have different professionals (Cawsey, Deszca, & Ingols, 2016). Therefore there should be an intensive consultation among this groups on the way to implement the change. The groups should come up with a working model before they introduce the change. The model will not be successful if all the affected area is not solved.
Think dynamically. When a problem arises, lets us not be quick to judge the outcome. Investigate the cause of failure and tackle the issue from cause to effect. The blame game is the worst tragedy that can befall an organization, for it will solve nothing (Young Entrepreneur Council, 2016). Dynamic thinking will help development as many solution paths as possible. The more there are many methods of addressing a certain issue the simpler it becomes to solve anytime it arises.
Provoke energy. Change requires more and rejuvenated energy. The leader should improvise ways to bring out this positive energy. They should be people who are easy to work with, and also eager. Another way of bringing the energy is through motivations (Cawsey, Deszca, & Ingols, 2016). A motivated worker will always do his best at work because he knows that his efforts cannot go unnoticed. Appreciate your employees and they will work diligently in return. When addressing people address them in a way that will trigger them into action.
Finally, the leader needs to be a partner and ready to accommodate other possibilities. During the change, we have those who agree totally, those who agree partially, and those who oppose totally. For the partial group, you need to approach them and inquire why they disagree with certain clauses. After considering that it becomes easier to explain to then its importance to the entire organization. On the other hand always be ready to accommodate their views if they are positive. In a case where you decent do that tactfully without offending anyone.
References
Young Entrepreneur Council. (2016, April 29). Why Change Is Essential to Your Organization (And How to Embrace It). Retrieved from Innovate, Improve, Excel: https://www.inc.com/young-entrepreneur-council/why-change-is-essential-to-your-organization-and-how-to-embrace-it.html
Trupper , F. C., G. D., & C. I. (2016). Organizational Change: An Action-Oriented Toolkit, Volume 2. London: Business and Economics.
