3 Skills for Effective Management During Organizational Change

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It is a rare company that has not weathered some type of organizational change. In fact in recent decades mergers and other forms of restructuring have become almost expected in large companies. However common, these types of organizational changes can lead to confusion, uncertainty and demoralization. By recognizing staff’s need for reassurance, information, and direction, a savvy management team can successfully navigate these potentially stormy times with skill and finesse. Make sure that your management team follows the three steps outlined below.  The following three step approach to managing organizational change is a powerful tool. This series includes 3 seperate articles on managing change: sharing a new vision, keeping communication channels open, and clarifying roles for the new organization.  Let’s get started with step one. 

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Step 1. Create & Share A New Vision

It is imperative to create and convey a constructive vision of the change and how it will impact the entire organization. Depending upon the size of the company, visioning may occur at a board level, a management level, or (in an interactive fashion) with key staff members. The organizational culture may also define the type of input that is most effective for the visioning process. For example, top down organizations will clarify vision before sharing with staff whereas more consensus based organization’s (e.g. non-profits) will likely set up sessions for gathering and discussing staff input. While it is valuable to gain staff input and feedback, the main issue is often timeliness. When an organization is undergoing profound change, the sooner the new vision is communicated the better! Like a ship without a rudder, an organization without vision will soon flounder on the shoals. Savvy managers know the value of quickly agreeing upon organizational vision, stating it in understandable terms and sharing it via multiple forums. These forums can include meetings, teleconferences, emails, newsletters, and written collateral. Reinforcing the new vision during follow-up communications is essential as it may require multiple messages over time to help staff understand the new organization.

Watch for the next articles in this series to learn more about how to handle organizational change effectively. For more resources about management skills, managing change, or building team effectiveness, visit our website at: http://www.managementtraininginstitute.com or visit our partner site at https://boldnewdirections.com to look at management training options.

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