Change is a constantly evolving issue. We face change every single day and, as managers, have the responsibility of guiding our teams through change unscathed.

In order to do so it is important to recognize that different types of change exist. The three main types are:

• Developmental change,
• Transitional change, and
• Transformational change

Developmental change occurs when you recognize a need to make improvements to an existing situation. You aren’t recreating the entire workflow but are instead refining it to make it better.

Transitional changes happen when you recognize the need to implement a completely new course of action. You have a set plan for making this change happen and are able to control the implementation process over a designated period of time.

Transformational change is one of the most interesting, though. Transformational change isn’t necessarily something that you control as much as you recognize and survive. A new process or “norm” creates itself as a result of the failure of another and usually takes its own shape. You can, of course, refine it as it develops but it is not usually planned.

Being able to recognize the three types of change should help you to develop your own change management skills. If you can identify the type of change occuring in your workplace you’ll be better able to control the reactions your team members have to those changes!

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

Truth be told, there are only three types of organisations that exist today. They include:

• Organisations that have the power to make things happen;
• Organisations that sit back and watch things happen; and
• Organisations that are oblivious and wonder what happened.

The main difference between these three types of organisations is their ability to adapt to change. It’s really a very simple concept.

An organisation that has the power to make things happen is proactive. They study market trends, hire competant people, and are generally a couple steps ahead of the game at all times.

Those who simply watch things happen around them react, but they react too late. They’re always behind the 8 ball hoping to catch up to the competition.

The organisations left wondering what happened generally never catch up. Their performances are disappointing, their sales are usually low, and they never seem to have an original idea of their own.

The key to being like that first organisation is to remain open minded and ready to change at all times. The market, economy, and tastes of the public are always evolving. You have to be ready and willing to keep up with popular trends if you want to stay in the public spotlight. Doing so may mean making changes to your staff, procedures, or policies but in the end you’ll find taht this type of approach is a surefire way to guarantee success!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

As a manager or human resources employee you will find yourself passively concerned with employee turnover rates. Your company may not experience a huge turnover rate (which is a good thing), but if you do experience turnover it should not be viewed as a terrible thing either.

There are six main reasons why employee turnover can be beneficial to an organisation:

• New employees bring new skills, ideas, and contacts with them;
• New employees are less resistant to change;
• New employees are often willing to accept lower pay rates;
• New employees are excited about their new jobs and work harder to please management and clients;
• Turnover allows for flexibility in the way the organisation is run; and
• Turnover allows management the opportunity to restructure departments and functions.

While it may seem like a huge inconvenience, labour turnover really does open up a world of opportunities. You may be able to move people into new positions, reassign employees based on their strengths and weaknesses, and change the entire focus of your team.

Employee turnover may be challenging, but it is also sometimes a blessing in disguise. Think positive and use the opportunity to your advantage!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Manager Training

Click below for a:
Free email course “Improve your Management Skills”

Before you can effectively manage change within your organisation you must realise that there several different categories of change. The three main types include:

• Developmental change
• Transitional change
• Transformational change

Developmental change applies to times in which you recognize a situation that doesn’t need to be eradicated completely but needs improvement. Perhaps your marketing team isn’t completing certain tasks on time or your human resources department needs to find a better way to monitor employee hours. Sometimes you can find the right answer by making a simple modification that gives you the change you desire with little impact on the entire workforce.

Transitional changes occur when you are attempting to introduce a new phase to the organisation. You may be adding a new department or procedure or you may be doing something as simple (or complex) as moving your organisation to a new building. During these types of change it is important to keep a tight reign on your employees for a specified and controlled period of time.

Transformational changes are often the result of transitional change. Somtimes moving to a new phase in your organisation’s growth presents the need for new policies and procedures. Often times these needs appear very suddenly, so you’ll need to be on guard during transition so that you can react quickly if the need should arise.

What type of change do you see occuring within your organisation regularly? Are you constantly undergoing some sort of change or do things remain stable? Can you identify an areas in which change is inevitable?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”

Change can be a touchy subject within many organisations. Not only do you aspire to make a change, but the physical plan must ultimately make it through the chain of command before it can be implemented. Once it is approved you have to find an effective way of implementing the changes you wish to achieve without alienating or causing fear in the people who are used to their current procedures.

In short, if not handled carefully you’ll end up with a real mess on your hands. Don’t forget to keep the following things in mind as you prepare to introduce a new change to your company or even your individual workgroup.

Don’t Forget the People

Don’t forget that any change you implement is going to impact the people within your organisation, whether you want to admit it or not. You’ll likely shuffle job roles and in some cases people will change positions or join new teams. Some may even leave the company and these changes alone will impact everyone involved, whether they’re personally involved or not. Make sure you frequently communicate with everyone in the office as you implement change. Remember, your team members are human beings too and no one operates well in uncertain conditions.

Make Sure Upper Management Cooperates

There’s nothing worse than trying to get a job done in an environment where upper management doesn’t take the time to embrace change. I’ve worked in offices where certain members of management, sometimes even the sales team, feel as though they’re exempt from change. The truth is that they should be the mastheads for change, not the stragglers resisting at the end. Make sure that your upper management teams and CEOs learn about the changes you’re implementing first. They need to set a good example for the rest of the workgroup.

Communicate Constantly

Communicate with every member of your team before, during, and after the change implementation process. Communication means making sure they understand why the changes are necessary, making sure they understand their roles in the process, and then confirming that they’re implementing the changes correctly. Make time to listen to their concerns as well. If you don’t, they won’t feel inclined to cooperate with you.

The theme here is the importance of your communication skills. Your team members spend a lot of their time at work and should feel comfortable in their environments. Make sure you take the time to reassure them throughout the process, no matter how much time it takes.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”