The Nordic region's largest coaching network

What is change management and why is it important?

What is change management and why is it important?

What is change management and why is it important?

Under constant change

We live in a society that is constantly changing. This usually means that organizations, companies and associations also need to be quick in their decisions.

Change work is often something that is not handled daily and can therefore be experienced overwhelmingly when you are face to face with the time of change. Then it can be nice to supplement with a support in their change work. When things go fast, employees may not keep up with the times.

The Coaching Association works to create understanding around:

  • Why the change is taking place
  • Who is affected by the change
  • What will the change mean?
  • When does the change take place
  • How will the change take place

Allow the process to take time

Tillåt att processen får ta tid och då framförallt den mänskliga processen. Det viktigaste är att helheten hänger ihop. Strategin och människorna! Att alla arbetar mot samma mål, att det finns medvetenhet på ledningsnivå så att rätt förutsättningar kan erbjudas. När vi ska påbörja ett förändringsarbete så måste vi börja med att inse att det inte bara är förändringen i sig vi ska hantera utan även människorna som ska hjälpa oss att lyckas med denna förändring. Människors reaktioner, känslor och beteenden är något vi kommer att behöva hantera kontinuerlig under hela processen. Det är nämligen helt avgörande för ett lyckat förändringsarbete. Människor vill känna delaktighet och de vill känna sig lyssnade på. Naturligtvis så behöver vi strategier och handlingsplaner för att veta och förstå vart vi är på väg och varför vi ska dit MEN strategier ska oftast exekveras av människor. Om vi inte förstår eller motiverar denna arbetskraft så spelar det mindre roll hur strategin ser ut om ingen exekverar den, eller hur? Tyvärr är det inte bara att beordra människor till att lyda order, för det fina med oss människor är att vi vill motiveras, vi vill förstå varför vi gör någonting och vilket värde det har. Att rekommendera är att satsa på självständighet och inte på kontroll i alla fall om vi vill skapa engagemang. För ett lyckat resultat kan vi inte bortse från något. Inom förändringsarbetet måste vi självklart sträva mot samma håll och steg 1 är att involvera alla. Här menas inte att medarbetarna ska avgöra om förändringen ska äga rum eller inte, utan de bör involveras, tala om vilket resultat ni vill ha men inte hur deras uppgift ska genomföras, eftersom det troligtvis är medarbetarna som är dem som ska genomföra handlingarna så ger det mer i längden om vi kan erbjuda frihet när det gäller att styra sitt eget jobb. Att komplettera med coachande samtal under förändringsprocessen är att föredra.

Natural reactions

Defense and resistance to change are natural reactions. In this way, the reactions on a general level are predictable and we can prepare for them. Defense and resistance are not an attack on you. It is the employees' insight to try to regain some control by processing what has happened / is happening or should happen. Let the employees have their say through discussion and reflection, in this way the possible stress before the change can also be reduced. Trust and confidence are always a prerequisite for all relationships. All change requires openness and a space for dealing with emotions.

The coaching association always looks at the whole. The Coaching Association is not only a partner at the beginning of your work, but sees that a large part of the work takes place during the process. We therefore believe that all change work should be supplemented with coaching of groups or in individual conversations to deal with the reactions of change.

It is important to work on answering WHY? Everyone must understand why change is necessary so that they understand why something must be done. WHAT to do and HOW to do it, then WHO should do what so that your expectations match. Sometimes some colleagues may be perceived as backward-looking because they question everything. To remember is that it is human to ask the question why! What happens is that we try to understand what is happening. If we take the time to answer this in an understandable way, we have come halfway, it is not a question of the organization but a human reaction to create an understanding of the actions you perform. When we understand what we are doing, the conditions increase for us to also feel motivated before our task.

Understanding of the ENTIRE process

To succeed in change, an understanding of the ENTIRE process is needed. It happens that companies start a change process without being sufficiently prepared. Some may think, how difficult can it be? Would you parachute without a proper understanding or careful preparation for the upcoming event? Yes, maybe, but are you just impatient or foolhardy? Preparations are A&O, an instructor during the trip makes the experience less scary. Feeling confident in someone who understands the process usually has a tendency to calm down.

Remember that it is usually easier to work continuously with improvement work because it is often easier to deal with obstacles immediately when they arise than to make major revolutionary changes. Therefore, the Coaching Association is happy to be a continuous partner in your work.

The Coaching Association helps individuals and organizations to improve performance!

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Change management: 3 tips for successful change

Synonyms for change

  • change, transformation, transformation, development, change, disturbance, transformation, transformation, change, change, exchange, shift, variation, change; novelty, reform, innovation

Wikipedia information about Change Management

Change management Change management or Change Management is a structured approach to accompany individuals, groups and organizations from the current situation to a desirable future situation. Change management focuses on achieving positive behavioral changes in people by making them want to change their own behavior. Proponents of the use of change management believe that since behavioral changes that occur through coercion run a great risk of not becoming permanent, the use of change management entails a more long-term perspective of change. The greater the demand for behavioral change in people in connection with a change, the greater the importance of using change management to increase the chance of achieving lasting change.