Leader Communications And Change Management

KEY TO CHANGE MANAGEMENT

The two kinds of changes involved are planned change in which the person involved have to plan, strategize and then implement the changes and the other is the result from external forces in which the individuals have little control over planning , nature and execution. The model for planned changes includes determining the need, preparing a plan, analyzing reactions, making decisions and putting a timetable and then implementing the changes. By analyzing the reactions the manger’s job of facing resistance can be minimized. People’s reaction change considerably from person to person and as time goes on. Empathy refers to the ability to think how others will react when they face the changes. Empathy insists that while trying to understand others it is better not to judge their reactions and actions. It is normal for managers to know, understand and develop empathetic reactions with employees especially during changes. 

More about Empathy and Participation

By developing empathetic relationships with the employees helps the manager to guess what type of resistance will occur and how to reduce them and solve them. When stability is lost it is the manager’s job to support the employee and make him realize his importance to the organization. Empathy makes them to plan the participation. Empathy means listening, asking correct questions and suspending judgment.

The manager must be able to reduce resistance, make the employee agree to the change. Participation means the opportunity to have input and to control when possible related to the change process which the employees think will affect them. Since participation is critical to build commitment to changes the people can tell their views about the changes so that they can work easily. Structuring participation include ask, consider and evaluate, use good idea, reject unpractical ones, reward good ideas, and convince people who gave rejected ideas.