How does change affect managers?
Change management is an important aspect of a manager’s work. Managers should be ready to accept or create change when it is in the organisation’s interests, and make sure it is well implemented. They must then help their staff work through those changes as smoothly and quickly as possible.
Are there problems with change?
There are several issues with creating change:
- Often staff don’t want the change, especially if there is no clear personal benefit for them.
- The results of change can be unpredictable. Managers must be careful that the change they get is the change they really want. They also need to consider the impact on all aspects of a business when they plan change.
- Change can be very expensive.
Then how should change be created?
Kurt Lewin developed the idea of a forcefield, with some forces supporting the proposed change and some opposing it. In fact, many people in the business don’t care one way or another! Managers have to be fully aware of all three groups and understand why they exist if they are to successfully manage the change process.
According to Lewin, managers should build on the support and reduce the opposition. Often the supporters of change are not as passionate or as strong as those who are opposed to it.
This is why some managers are tempted to make changes suddenly without telling anyone except one or two of their supporters. It is, however, far better and safer to involve everyone who is likely to be affected by the changes. They will be involved later anyway, and will not like being kept in the dark.
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