Change initiatives are essential for organizations to remain competitive in the face of increasing competition and rapid technological advances. However, with a failed change rate of more than 70%, it is clear that successful implementation of change requires a trained change professional, as well as a strategic approach. To help support your new change initiative, here are 4 strategies to consider:
1.KaizenKaizen, which means “continuous improvement” or “change for the better”, is at the heart of any change management initiative. It is important to evaluate which of the many possibilities could apply to people who will be affected by a change, as it can help the manager select the right way to overcome resistance.
Kaizen can be used to minimize resistance and ensure successful implementation of the change.
2.Participatory Change EffortWhen change initiators believe that they don't have all the information they need to design and implement a change, or when they need the unconditional commitment of others to do so, it makes sense to involve others in the process. A participatory change effort involves listening to people involved in the change and using their advice. This type of strategy eliminates any resistance and, in the end, would result in a fait accomplis.
3.Co-optingCo-opting involves giving people a desirable role in designing or implementing the change. This type of strategy is designed to minimize resistance and ensure successful implementation of the change.
4.Fait AccompliAt the other end of the process, a fait accompli strategy would require a much slower process of change, a less clear plan and the participation of many people, in addition to the initiators of the change.
This type of strategy is designed to minimize resistance and ensure successful implementation of the change. Faced with increasing competition and breakneck technological advances, companies must often change course to remain competitive. Whatfix allows you to implement changes effortlessly by empowering employees through features such as interactive tutorials, pop-ups and beacons. Few organizations can be characterized by having a high level of trust between employees and managers; therefore, it is easy for misunderstandings to arise when a change is introduced.