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Top 6 Trends to Renew the Approach to Change Management

HR Tech Outlook | Monday, June 17, 2019

FREMONT, CA: Trends in change management have been continuously liquid with new methodologies and approach, bringing in more efficient and intelligent implementation among the employees and end users. The latest trends that are predicted to take charge of change management are: 

1.    Multifaceted Interaction:

Change management has faced a lot of resistance, since transforming a habit that an employee or an organization is comfortable with is tough. Until now, artistic and creative methods were inculcated to enable co-operation for carrying out the smooth transition, but the latest trend is to encourage open communication and multifaceted interaction. Since change doesn’t happen in isolation, it causes an impact on all associates of the company, including partners and end-users, ultimately affecting people. By encouraging extensive communication and interactions about any hiccups on different levels via multiple platforms, interactions about internal and external operations will enable the participants to embrace the wave of change with smooth transformation. A professional team should advocate multifaceted communication through text messages, email notifications, social media platforms, internal CRM software, or a portal to communicate among colleagues. This method of open communication not only assists the employees but also supports healthy discussions in a broad sense to initiate acclimatization to change. When consistently maintained conversations divulge the complete information about the process and provision, it straightens out the line of change. To consistently be connected over multiple avenues like speech, texts, videos, workshops, focus groups, training, bulletin boards, and intranets will ease the process of transformation. 

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2.    Catalytic Leadership:

Managers follow a direct approach in leadership by commandeering over subordinates at the work place, but catalytic leaders build on leveraging inspiration and attracting attention to the right cause. They earn the right to become leaders by encouraging others and not by judging them. Catalytic leadership will be the trend to follow in the organizations as it supports the co-operation and co-ordination among associates, providing equal say in the matters regardless of the level of employment of the colleague. Leadership should be about disseminating knowledge and building the acumen of shared purpose.

The leader can mobilize communities or teams to create better results by the propagation of belief about the purpose, which trumps even policies and routines. It is to earn the right to lead by enabling employees to find their way in their own time, instead of assuming the title and demanding results.

Catalytic leaders do not assume themselves to be the beacon of success and judge employees who are lacking; they focus on everyone by providing the freedom to carry out the said task in the method desirable and enable the workers to serve as an agent of significant change. It is only by being ready to do work, the employees do can only attain the leader the ability to get people to trust and commit. The upliftment of employees will allow for a smooth transition as they will volunteer to take more responsibility under a catalytic leader.

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3.    Agile Approach to Working:

The agile method of change management is designed to tackle the ingrained reasons for under-delivery. The approach renders added visibility is the leaders or a complete change of the portfolio, delving into clarity and focus while planning, by mainly providing flexibility in terms of recalibration of plans of the company. The catalytic leaders take charge and transparency and prioritization is given importance in this approach along with progress, impediments, and its removal and various related tasks. 

The three key ideas in the agile approach to change management are:

•     Program maturity process is a review of the characteristics that effect change initiatives from the stage of an idea to realization in the most efficient, disciplined, and structured manner.

•    The formulation of an agile planning cycle enables the smooth working of the program’s maturity processes.

The key idea is to design a physical impact center that forces leaders to advocate transparency in planning processes and while gauging impediments, simultaneously empowering the staff for challenges on regular intervals.

4.    Customer Centricism:

The phenomenon of fundamentally aligning a company’s product and services, along with work ethics around the wants and needs of the customer is a growing trend that change management professionals should focus on.  The strategy aims at encouraging more profits for a long-term period. In the case of a digital organization, the approach of customer centricism needs to be imbibed into the work culture of the company. The process of giving the highest priority to customers allows the company to provide better service and customer care. It encourages customer experiences and obtains feedback with their assistance to develop the company. These notes can be utilized via change management professionals to shape the next big strategy for continued connectivity. Customer Centricism is a trend to look out for in the coming years, as it promises long-term commitments.   

5.    Open Source Engagement (OSE):

The new model of Open Source Engagement (OSE) mainly focuses on encouraging emerging possibilities via real-time digital dialogues, live collaboration platforms, data-based analytics, interrelated personal and business communication and ideas that provisionally develop efforts of change among the employees. This method is recognized as the go-to solution for change management hiccups as it sharply contrasts the conventional models with its divergent pathways leading to engagement and co-creation of stakeholders.

The OSE model is said to deliver results successfully by democratizing the dialogues and decisions related to change. The benefits attained from the OSE model are numerous as it activates a self-reinforcing engagement cycle where leaders set up the agenda and provide a forum for the associates to provider their viewpoints, the shared perspectives are discussed with the thought partners to leaders, and valuable insights are gained from their experiences. These insights provided by the employees are considered by the management, and its purpose is provided to each employee. This approach highlights the employees’ insights, which allow for increased engagement towards change.

6.    Digital Nudges:

Digital Nudges can change employee behavior quicker than any other form of change management. Nudges are a vital branch of behavioral economics, and when deployed properly, they can steer the employees towards making the more apt choices. Digital technologies not only boost the scale and speed of the nudges it is also relatively simple and inexpensive. The digital nudges comprise text messages, push notifications, email, mobile apps, and gamification of processes to encourage increased participation of employees. The data produced from the vast impact base of digital nudges can be utilized to gauge the reaction of the companies’ efforts and re-invent the processes.

The ubiquitous nature of mobile devices and online communications has evolved the nudges, making them a trend for the next couple of years in change management to initiate connections and generate feedback. The successful nudges consider the tendencies to act and think instantly among employees, penetrate to people who require it during the change, and simplify the small steps which are projected to be difficult. Although experimentation is proved to be incomplete as the reaction is gradual in the real world, the nudges implemented digitally have precisely the opposite result, producing feedback almost immediately.

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