6 Steps to Effective Management During Change
by Karin Syren
Published on this site: July 14th, 2005 - See
more articles from this month...
Take the pain out of gain and decrease the upheaval surrounding
change by following six commonsense steps to effective management.
- Establish Objectives
The process must begin with a clear and detailed statement
of objectives and move from there to goal design. Goals
must be directly accountable to the vision while remaining
in alignment with the stated purpose of the organization.
This requires constant interaction with team members to
determine that the they are on track, and with all internal
clients to insure that the goals and objectives are pertinent
to their needs, as well as to the organization's greater
purpose.
- Organize & Plan
Efficiency in this area requires the ability and resources
to develop and effectively communicate design/redesign plans
and realistic schedules, while maintaining a balance between
the broad view and day to day operation.
The existing departmental structure in the case of a redesign
is all-important to the success of the plan, as is the ability
for leadership to delegate responsibility, while continuing
to monitor and control outcomes. Structure, though transitional,
must take precedence, often a challenge in an atmosphere
of change.
- Communicate
Great communication, the delivery of clearly stated information
on the true state things, is timely, pertinent, and requires
confirmation that the message has been understood. The more
ways in which information is given, the more believable
it becomes and the more likely to initiate action. By means
of clear communication, a course of action is determined,
pertinent information is provided and goals are met.
- Motivate
Motivation is the purpose provider, the impetus for action.
It is complex at best and takes more than one form, depending
on the level of the individual or team, the level of the
manager, and the product or service provided. Experts acknowledge
that the feelings of the individual or team toward the motivator
are key to the degree of motivation achieved. It becomes
ideal then to have the full cooperation of those directly
affected by the process
and for leaders to have a good understanding of and rapport
with teams and team members, knowing what makes each tick.
Change is disturbance of the status quo, and will always
involve a degree of resistance. Involving key staff in the
design and implementation process, particularly when it
involves drastic structure changes can be extremely productive.
- Develop Staff
Developing people ought to be a primary goal of any organization,
and developing existing staff during a period of transition
is practical and profitable. Leaders have the power to provide
an environment rich in opportunity and resource, in which
employees are encouraged in the area of self-development.
Place staff appropriately is critical to insuring staff
become long-term contributors who can be counted on in periods
of growth and transition. An effective leader understands
that discerning the right fit of individual to position
is critical to all present and future endeavors. Ignorance
in this area can be a costly flaw surfacing during periods
of change.
- Measure & Analyze
Finally, management is responsible for measurement and analysis
of both processes and individuals. Employees must be made
aware of their progress, in new and developing settings,
as well as in familiar ones, in order to effectively draft
and adjust personal goals and improve performance. Measurement
and evaluation should be designed to reflect the vision
while motivating and initiating self-government of the individual.
It is necessary to communicate a clear concept of the point
at which development issues end and performance issues begin.
Growth is a process best achieved and assessed under relatively
stable circumstances, though periods of transition are often
an excellent proving ground in which star players often
begin to shine.
- Effective Skills
It goes without saying that the challenges inherent in the
management process must be met with maturity and sophistication
by each leader. The areas of interpersonal and leadership
skills, as well as continued willingness to invest in self-awareness
and personal growth are paramount in the profile of the
great leaders who will guide organizations to effective
change.
Interpersonal skills are of chief importance. Leaders must
treat all staff equitably, developing solid working relationships
across all levels. This may appear blatantly obvious, but
sadly is all too often overlooked in the name of accelerated
progress.
A great leader has a sincere desire for universal success,
treating staff members as individuals, giving credit, taking
pleasure in achievements. A great leader keeps the objective
clear and uncomplicated, always acts as a role model, and
stands back, letting others get on with their assignments.
A true leader will make the difference between an effective
period of change and the failure of an otherwise brilliant
plan. Do not overlook the advantage of adjusting the needs
of the plan to allow for the needs of the people. It is
not necessary to prioritize purpose over people, or vice
versa. If leadership has done its homework, everyone in
the organization will arrive at the objective simultaneously.
In Closing...
Essential to the process is an understanding of the distinction
between management and leadership.
Management ensures that things get done right, creating process
and systems and insuring efficiency. A manager manages the
process and records the efficiency.
Leadership revolves around people, concepts and ideas, establishing
direction for those who will follow. It is discerning and
articulating what is right, all the while educating the team
to do the right things and to do them right.
Manage the process, lead the people, and educate them along
the way - commonsense.
Karin Syren is a certified coach who has helped business
leaders at all levels increase their effectiveness by increasing
their awareness. Visit her site to find out how you can get
a free EffectivenessCoaching consultation at
http://www.solushunz.com
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