Change management tools?
The best way to manage change
is to help create it

The change management tools described here will clarify what is change management; the benefits of change management; and the best way of managing change management.

There can be no formula in the change management process.

Change management has been a key part of my life for the past 30 years.

As an organisational development consultant, facilitator and coach, I have helped hundreds of companies, and thousands of people, deal with change and uncertainty and, if necessary, carry out effective conflict resolution.

And I have learned many lessons about what works well and what doesn't when it comes to effective change management.

I have summarised below 13 of the major change management tools that will put you in charge, boost your self motivation and help you to avoid being a victim.

Please compare them with your own experiences of change.

You don't have to agree with a word I say, of course, because although there are many change management theories, there is no formula for guaranteeing success.

1. this is the first learning I would suggest about change.

The best way to define change management I have come across (in a practical, common sense way that will facilitate success) is:

the best way to manage change is to help create it.

We are all different, and each situation has its own characteristics, which gives us many opportunities to help create change and is one of the benefits of using effective change management tools.

To be in control, and avoid being a victim, you will need to manage change situations and the uncertainty that goes with them, especially if it means that some of your cherished habits will have to go.

Click here to see some inspiring achievement quotes.

2. the second learning I would suggest about change - that is, make or become different - is that change management is an oxymoron.

That is, change management is literally impossible, based on the above.

We can no more manage change than we can manage time (time management, another oxymoron in my opinion).

What we can manage, of course, is ourselves.

So, whether change is created by us or not, we need to be good at learning, dealing with our habits (both old and new) and ensuring that we do not allow fear to hurt or sabotage us.

If we don't do this, we are likely to find that the going gets tough and we may need some stress management to survive.

As the best way to manage change is to help create it,
3. get involved.

Be proactive in using change management tools.

Waiting around for change to happen, or procrastination, or dithering in your response, if change is already underway, will make you vulnerable and, probably, a victim.

One of the most powerful and effective change management tools is to empower yourself by taking ownership.

Why?

Well, when you create change, you are in control and will most likely feel like an achiever, which is a really great way to boost your self esteem. Change management will feel to be available to you.

You will probably be learning and changing some of your habits as a matter of choice and fulfillment (e.g. when investing in your personal development).

When change happens TO you, you will most likely feel out of control and a victim.

You will probably be feeling some fear and uncertainty. In this situation, any change management model will not feel to be a realistic option and motivation to use change management tools is likely to be low.

Does this fit with your experiences of change?

And so, what is the learning about change management strategies here?

There are four major lessons in terms of change management tools:

4. whilst change is inevitable, you always have some influence, use it (or loose it)

As we've said above, whenever you can, create change (or help to create it) so that you are in control of the change management process and not having it done to you.

Look forward, see beyond the end of your nose and anticipate likely changes and opportunities to be different.

No one can predict the future but sometimes there are signs and signals around if you are receptive to them.

With a proactive mentality, you are more likely to avoid being caught by an unhappy surprise; you are more likely to experience positive learning; you are more likely to overcome uncertainty or fear; and you are more likely to apply successfully change management tools.

However,

5. when change does happen TO you, you are not in control, are you?

Well, just a minute, maybe you are?

That is, you are not in control of the change and the decisions that created it.

But, you are in control of two other aspects of change that are critical:

* changes, to be successful, need putting into action.

You may not have initiated the change but you are involved in doing it. You can do it well or badly. You can choose to use positive change management tools. You have power and influence.

* you are also in control of your own attitude and thinking.

Again, you have a choice - do you choose to go through negative emotions and fear or do you get into a positive mentality and benefit from the sense of achievement in taking ownership and proactive action?

6. Pay attention to your emotions.

For example:

* take control of yourself

* seek positive learning

* be proactive

* and programme yourself for success during and after change.

Communicate more than usual; handle differences and be persuasive with others.

Another of the change management tools that is really helpful in making your emotions positive, is to set some short-term goals (eg to manage the change) and see the change as an opportunity to stretch your comfort zone and change your habits.

What will that feel like? - probably, uncomfortable, but worth it because you will have grown and developed as a result (i.e. this is self improvement in action)

Learning to be comfortable with the uncomfortable is a key attitude in the change management process and can be added to your change management tools in its own right.

7. accept and turn to advantage the inevitable feelings of uncertainty, or even fear, that accompany changes.

How do you do that?

A few suggestions of change management tools to use here:

8. don't rely on what worked in times of no change or stagnation.

For example, whatever you are thinking of doing in a situation, ask yourself, "what if we did the exact opposite of what I am thinking?"

This may involve you in taking some risk, of course.

9. don't try and micro manage with every detail worked out with all "i"s dotted and "T"s crossed.

Especially, be careful if you find yourself seeking perfection.

10. as Gandhi said, "be the change you want to see".

In practice, this means focus on what you can control - YOU - and be the change (rather than looking out at everyone else, expecting them to change first).

11. seek a lot of feedback from many sources to boost your learning.

The mindset here needs to be: no blame, no failure, no fear.

There will be results, some of which may disappoint you, but all results are learning opportunities (be sure to achieve double loop learning outcomes).

12. harness your unconscious resources by visualising success and expecting surprises and success.

13. to support this, beware limiting beliefs in your thinking

(click here for some change quotes that may be used to stimulate new thinking and beliefs).

Too often, our critical inner voice is heard loudly telling us why we will fail.

Three very common myths about change that I have met many times are:

* change is difficult

* change takes a long time

* people resist change

In some situations, these views may be valid but they are not inevitable.

* be aware of, and make use of, the change curve.

* have a method for dealing with uncertainty.

Taken literally, change management, like time management, is mission impossible. However, we can use change management tools to manage our attitude to uncertainty and change.
The best way to manage change is to help create it.
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