It is a truism that the only thing permanent in life is change. Anyone who does not remain is likely the reverse gear. Wisdom suggests that it is not possible to avoid before the decision is better to turn it to advantage. It is important to know the factors that are critical for the success of change programs.
1) Effective and committed leadership. Change is a difficult exercise, hopes of success will be low commitment on the part of leaders. There is always the fear of leaving a comfort zone for the unknown, the leadership has a major role to play in maintaining the confidence and calm the nerves. No matter how difficult the task may be the way one is committed and to take measures, Providence also moves too.
2) A clear and compelling business case for change. As part of the first steps, the bridge on the idea should be based clearly links it is already known and accepted that it is designed and unknown. If stakeholders are not seeing the importance of the proposed change to promote common goals and objectives, comparing them together can be difficult.
3) Full and active stakeholder engagement.
4) Focus on the long-term benefits. Most change programs will be teething problems that might cause disruption to business, increase in costs etc which will lead to short-term losses. The long-term benefits should be the driving force and focus to ensure pprogramme is not derailed.
5) Effective and strong communication to avoid miss-information and worsening fears.
6) Monitoring and evaluation. A program that is not closely will most likely go out of the way. There should be continuous monitoring and periodic evaluation to assess the relevance of the program to succeed. This includes setting benchmarks, establish milestones, establish key performance indicators and good feedback system.
7) Organization culture and values. Since culture and values are negative towards change, it is likely to be against. Most of the time change heralds an opportunity that no one turns from good to bad, so it is best if the change is always seen in a positive light: assume, receive and utilize it for progress and long-term survival. The power of change is usually beyond any organization can resist; it is like a moving train you either jump in and go with it or be left behind. The risk of being left behind is this: those that matter most (customers) are on board so you can only be behind the rust
8) sensitivity to business and diversity issues .. interests, feelings and concerns of all must be respected and taken care to make the changes sustainable.
9) supportiveness. It is important to identify and weak and ensure they are not left behind.
10) capabilities. Organization must be ready for change before change can succeed alternatively road blocks, apathy or even deliberate attempts to sabotage the program.