Implementing Change Paper Crystal Powers HCS/475 – Leadership and Performance Development April, 22, 2013 Linda Hagler-Reid Implementing Change Paper This paper will explain the managers’ role within a company and their responsibility when implementing a change within a company. It’s not just the planning and organizing talking about what plans need to be placed in order to create a change in a company, but the manager must know what to expect and how to completely deal with staff to make a positive outcome for the team. In the end this paper will provide and explain the change process; assessment, planning, implementation, and evaluation.
Managers Role and Responsibilities Managers use the intellectual property within their work, this means an idea, invention or process. Staff commonly will reject a change within the work place. Studies have shown that implementing change mainly results in a positive outcome for all who may be involved. People are comfortable with routine so when a change takes place it causes fear of what may happen. Managers are placed in a role to take action or motivate staff. Choosing a good manager is crucial for a plan to succeed. A different term for managers would be a changing agent.
This is someone who makes sure the change process runs smoothly from one step to the next until all possible changes are put in place, then all the staff is comfortable, and it is completed. These types of people are able to motivate team members, show strong interpersonal skills, flexibility, confidence, and they have the skills to use various ideas from different types of input (Rehder, 2011). Even though managers implement change they are following orders from the leader of the company to make the changes within the team to meet the goals. Providing Information
Providing information is the key to preparing employees for the change, which in return will help prevent people from completely resisting the new plan put in place. Not all companies are ready to change completely or reshape a plan to succeed. This creates anxiety that relates changes in people. A strong tool for managers to use to divert change related anxiety is to give open communication about each person’s job within the plan and how it affects the team. The manager should answer any questions that the team may have about his place in the plan regarding the changes.
This creates an outlet for people who maybe uncertain about what to expect as well as leading by example. A discussion along with proper planning should help the manager gain a positive support from the team to properly implement the changes within the company. A different tactic that a manager could use to prevent employees from feeling the change would be unfair to him is to talk of how the change will protect or raise fair treatment throughout the company. Certain training will help employees feel more confident about the changes taking place and how everyone has an important part of the plan working in a positive direction.
The manager needs to show the employees he understands change is scary to have empathy for the staff. The manager should be aware of the different reactions that staff may have because this will help with the proper response to complete the change and assist in the introduction of the changes. Steps of the Change Process “Typically, the planning process has five steps: 1. Assessment of affirmative action needs; 2. Assessment of affirmative action opportunities; 3. Setting priorities and developing strategies; 4. Implementing the program and 5.
Evaluating the program (“Planning, Implementing And Evaluating An Affirmative Action Program”, 2013). ” Implementing change is easier when there is a large group, which is committed to the change and believes the change will positively improve the system (“Intellectual Property Office”, 2013). Health care teams work most effectively during influential and high level endorsement and support. Managers should know the different skills that the team members carry which allows the training within the team easier because there is open communication.
By using the proper resources for the structure of planning it helps the organization of the team and last but not least each team will be able to reflect on the change while the manager evaluates the process. After the new changes are put in place it is vital for the manager or leader to complete the evaluation of the project planning in order to see how the changes put in place made the company improve. This is the time which important decisions are made based on the result of the beginning changes. Using a Pilot It is sometimes a good idea to use a small pilot or group of people to get feedback of the potential plan that may affect them.
This trial can give insight to any problems that may occur and help bring light to different strategies to make the proper changes as well as provide a learning experience not just for the manager but for the people involved. This process is to figure out the best possible method of change, and is not used to decide whether the project will be started. Sharing Results When sharing results the manager should create an audience that fits best for the job. Having communication about the results provides an opportunity to see what options work best within their learning staff and stakeholders (victorian quality council, 2006).
Even the small changes benefit from an evaluation. By sharing which outcomes work for the team it creates a window that helps organize a plan and work out the kinks which can make everyone involved act in a positive manner. Having a willing team to be the only audience who critiques the project before it has a chance to use within the health care team. The opinions of other team members must be open and honest within the meeting of sharing results. This will help bring all the problems and information out in the open (victorian quality council, 2006).
This team should collaborate what works within the changes or what they do not think will be a positive change within the company. In the end a successful implementation of system change is important in the safety, quality of care to patients. This can be a difficult process for just anyone and that is why it takes a trained manager to make the change in the system a positive improvement for the company as well as the team members involved. After this is discussed the next step would be to choose the proper plan which worked for everyone.
In the end result the manager should implement change but reward the team for their hard work by celebrating success. References: Rehder, S. (2011). The manager’s role in implementing change. Retrieved from http://execclub. org/? p=488 victorian quality council. (2006). Successfully inplementing change. Retrieved from http://www. health. vic. gov. au/qualitycouncil/downloads/successfully_implementing_change. pdf Intellectual property office. (2013). Retrieved from http://www. ipo. gov. uk/ Planning, implementing and evaluating an affirmative action program. (2013). Retrieved from http://www. da. ks. gov/ps/documents/aap/planning. pdf