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Change Management: Strategy for Managing Change in Operations


The word "change" can have a negative connotation, but it's something we all have to deal with at some point in our lives. However, change is not always easy or straightforward. It requires us to adapt and learn new ways of doing things in order to be successful. Change management is the process of implementing changes that will help improve business performance while reducing costs and risks associated with them. In this article, I'll discuss why effective change management is important and how you can get started.

The importance of change management

Change is inevitable. It's a natural part of life, and we can't escape it. Change is not always easy to accept, but it can be positive or negative--and sometimes both at once!

Change can be planned or unplanned, managed or unmanaged. When you are planning for change in your organization (or if someone else is doing the planning), there are some steps that you should take to ensure that your team members understand what's going on so they're not caught off guard by any surprises that come their way during this time of transition within the business environment where they work every day as part of their daily routine schedule.

Why is change management important?

Change is a constant. It's inevitable, necessary and often a good thing. But change can also be difficult for people to accept--and it's up to you as a leader or manager to help your team deal with the changes they face in their professional lives.

Change management refers to the process of effectively communicating information about planned changes in order to reduce resistance and increase support for those changes on your team or organization-wide level.

How do you find out what kind of change is needed?

To find out what kind of change is needed, organizations should have a clear vision and mission statement. They must also have a strategic plan that aligns with the organization's goals. This can be accomplished by conducting an organizational assessment to determine if it is on track for achieving its goals, or if some changes need to be made.

Organizations also need to have a culture of continuous improvement in order to facilitate effective change management processes. They should encourage employees at all levels within the company as well as customers and suppliers, who may have valuable insights into areas where improvements could be made (e.g., product features). Open-door policies allow staff members from all departments within an organization access into meetings where decisions are being made so they have equal opportunity during discussions about proposed changes--this helps avoid any feeling among employees that some voices are being ignored due solely because they don't belong in certain groups (such as upper management). Finally, feedback mechanisms should be put into place throughout any given process so people can provide input about how things are going before making any final decisions about which direction things will go next.

How do you test your theory on what needs to be changed?

Use a variety of methods to test your theory on what needs to be changed.

Different methods are more appropriate in different situations, so think carefully about which ones will work best for you. For example, if you're working on an organizational change project and want to know how employees feel about it before it's implemented, qualitative interviews may be more effective than surveys.

However, if the goal is simply to understand why customers leave your business or what they like about other competitors' offerings (which could help inform future product development), then quantitative research would probably be better suited than qualitative research since its results can be analyzed statistically and used as evidence in decision making processes.

Don't rely on one method alone! Combining different types of data collection methods helps ensure that all aspects of your organization are being examined holistically.

Remember: before implementing any kind of change (whether organizational or otherwise), it's important that we test our theories first--not just assume they're accurate based solely upon intuition or experience.

What are the common mistakes in change management?

  • Not providing enough information. It's important to give employees all of the details they need in order for them to be successful with the change.

  • Not involving the right people in your communication plan and strategy. If you want your employees to buy into a new process or system, make sure you've included them in every step of your planning--from developing it right through communicating it to others outside of your organization who may be affected by this change as well!

  • Not explaining why they should embrace this new way of doing things: When communicating with staff members about upcoming changes, take time out now (before any major announcements) so that everyone understands why these changes are being made; otherwise there could be resistance later down road... which isn't good news considering how much energy went into implementing those improvements!

How do you mitigate these risks when implementing change?

Change management is not just about the change itself. It also involves managing the people and processes involved, as well as continuous communication with stakeholders. In order to mitigate these risks when implementing change, it's important that you have a good understanding of how change management works:

Change management is a continuous process that requires active participation from everyone involved in an organization--from senior leadership down to frontline teams.

Communication is key; organizations must share information openly with employees so they can understand what's going on and how their role fits into the bigger picture (or if they even have one). The more transparent an organization can be during this process, the easier it will be for everyone involved to understand what's happening around them and adapt accordingly.

Effective change management requires careful planning, communication and coordination.

Effective change management requires careful planning, communication and coordination. Planning is the first step in managing change. Once you know what you want to achieve and how you are going to achieve it, then comes communication with your employees so that they understand what has been planned. Finally, coordination means making sure everything runs smoothly during implementation of the plan or project.


Change management is not just a theoretical concept. It's something that can help your organization succeed and grow. Change is inevitable, but if you understand how change management works and implement effective strategies on your own, then you can make sure that your business stays competitive in today's world.

For more information about putting this information to work at your organization contact Bryan at ( 203) 954-5121 or

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