Objectives of Change Management

It is common knowledge that what gets measured gets done. So, why should anyone hire a Change Manager? What are the objectives of the Change Manager? What were the goals of their predecessor? The Change Manager should maintain or exceed the status quo. This article looks into the process of employing a change manager.

This is a temporary position. That’s a significant factor that requires careful consideration. It would be unfair to expect him to accomplish magnificent feats in less time. The first 90 days are crucial. It sets the tone. It helps employees understand what is to be expected in the future. In the book, You’re In Charge, Now What? the author says that “newly hired managers are not quite sure what is expected of them. They have a tendency to continue to use their technical skills, instead of “people” (getting tasks accomplished through the motivation of staff) skills.” Managers must understand the importance of working effectively with all levels (co-workers and bosses). A primary role is to function like an intermediary. Give employees the authority and tools to handle problems on their own. Don’t be so quick to jump in and settle disputes for them.

The change manager’s duties should be communicated clearly. Do not assume they know what you want. Does the potential manager generate results quickly? What is their management style? Would they be effective from Day One or would they need more time?

Where did they work previously? This may sound like a common-sense question, but it can be a pivotal factor. Was the environment similar (number of employees, industry, level of responsibility)? What do their peers say about them? In the book What Got You Here Won’t Get You There, the authors Marshall Goldsmith and Mark Reiter graphically illustrate that the previous skills that generated wonderful results may now be an Achilles’ heel. In other words, the “people” skills that entailed getting more clients and achieving record-setting goals with the help of employees may be overused, resulting in blatant favouritism. Become a die-hard detective. Act like the consummate human resources investigator. Talk to every member (superiors and subordinates) of their team and ask probing questions.

Change Managers will have a definite influence on your company’s environment. Plan and prepare for the transition. Make sure you inform your staff, vendors, clients, and any stakeholders of the impending situation. That way, what gets measured has positive results.

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