They say, “If it isn’t broke, don’t fix it,” but is it really possible to avoid change when it comes to working in business? Wise business professionals know that change is an inevitable part of life, as much in the professional as in the personal sphere. Industry leaders must be ready to adapt. This is especially true for those involved in long-term strategic planning and those responding to market fluctuations, new technologies, and more.
Having an adaptable attitude and a strategy-focused mindset can help professionals in management excel and find greater control over their career paths. Thankfully, there is a way to prepare for this: a program like the online Master of Business Administration (MBA) with a Concentration in Management program from Texas A&M-Corpus Christi (TAMU-CC) provides students with the skills to develop strategic plans and implement change across industries.
Strategic Planning in Navigating Business Change
Business leaders can get ahead by implementing a change plan as part of their strategic planning when a business adjustment is necessary. According to Process Consulting, a change plan is “a document that outlines the steps and strategies needed to ensure successful implementation of an organizational change.” It notes that such a plan should ideally do several elements including the change’s impact, established goals and objectives, assigned strategies and tactics, and time stamps to evaluate success.
A change plan is important because it helps stakeholders identify “why” the change should happen, which helps focus in on the “how.” It also acts as a guide throughout the journey, and once the change is completed, professionals can use it to track how well the initial goals are reached. Furthermore, it is a communication document for organizations which helps everyone understand their involvement in the structure and process, what is required of them, and what to expect in return. All in all, change plans are an essential part of strategizing company changes.
Process Consulting points out that some stakeholders may be resistant to change. This makes it even more vital to include stakeholders at all levels in a change plan, build trust, and ensure actions and goals are aligned. Transparency and regular communication are key, as is listening to stakeholders’ concerns.
Change Management Models: Aligning Goals With Business Objectives
When discussing strategies for effectively handling organizational change, Beehive PR lists “Work with a change management model” as its second tip after “Put people first,” which echoes the findings presented by Process Consulting. There are several models — each with their own unique implementation process — such as Lewin’s Change Management Model, Prosci’s ADKAR model, and Kotter’s Change Management Model.
For example, the Prosci model is based on the acronym ADKAR: awareness (of the need for change), desire (to participate and support the change), knowledge (on how to change), ability (to implement required skills and behaviors), and reinforcement (to sustain the change). Prosci sets people at the forefront, confirming “organizations don’t change, individuals do.”
Identifying Change Drivers and Types
Harvard Business School (HBS) lists adaptive change and transformational change as the two primary types of organizational change. In simple terms, adaptive changes are small and gradual, while transformational changes can be considered large-scale and sometimes sudden. As a manager, it is important to assess and understand the differences between these change types as they each come with different challenges. Your team will look to you for guidance, so you must know how to lead through each change type.
Most importantly, no matter the type of change, you must be able to convey to your colleagues why the change must take place so that they understand and feel invested in the process. HBS also emphasizes the importance of communication within a team and getting everyone on board with the process. It also points out the importance of identifying potential roadblocks before beginning, which requires professionals to understand what kind of organizational change needs to occur.
SMART Goals for Successful Change Implementation
If you already work in business, you have likely come across the concept of “SMART” goals before. SMART stands for: specific, measurable, achievable, relevant, and time-bound. SMART goals are also useful for addressing organizational change and can be implemented as part of a greater strategy.
Whatever strategy you use, a strong business management education prepares you for the challenges of navigating business changes. TAMU-CC’s online MBA in Management offers a solid foundation in business leadership for professionals, as well as specific courses to address strategy planning and implementation.
The Entrepreneurship course contains useful information for those starting their own companies. Meanwhile, the Administrative Strategy and Policy (Capstone) course is an in-depth look at strategy from analysis to implementation. This high-level managerial training aims to put students on a pathway to success in their future roles as change-adaptable leaders.
Learn more about TAMU-CC’s online MBA in Management program.
