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Change Management: A Master Guide to Succeed in Business Transformation

  • Writer: Mariela Paredes
    Mariela Paredes
  • Aug 2, 2023
  • 4 min read

Domina la gestión del cambio y lidera la transformación empresarial con éxito Definitivamente! La resistencia al cambio es una respuesta natural en muchos de nosotros debido a la comodidad de la rutina y el miedo a lo desconocido. Sin embargo, como seres humanos, también somos inherentemente creativos y resilientes. En esta emocionante guía práctica, te llevaré en un fascinante viaje de Change Management, donde el protagonismo lo asume el poder del storytelling, utilizando una operación como ejemplo para ilustrar cada fase del cambio. Juntos, exploraremos cómo superar los miedos y la incertidumbre, y descubrirás las herramientas y estrategias para enfrentar el cambio con confianza y éxito. ¡Prepárate para embarcarte en esta transformadora aventura hacia la gestión del cambio. MARIELA PAREDES - GLOBAL TRUE ADVISORS

Definitely! Resistance to change is a natural response in many of us due to the comfort of routine and fear of the unknown. However, as human beings, we are also inherently creative and resilient. In this exciting practical guide, I will take you on a fascinating journey of Change Management, where the power of storytelling takes center stage, using a surgical operation as an example to illustrate each phase of change. Together, we will explore how to overcome fears and uncertainties, and discover the tools and strategies to face change with confidence and success.


Master change management and lead business transformation successfully

Persona mirando el horizonte.. Descongelar - Preparándonos para la Gran Transformación. Descongelar es el proceso de despertar el sentido de urgencia, al reconocer los desafíos de los "océanos rojos" donde la competencia es intensa, y comprender la necesidad de explorar "océanos azules", nuevos nichos de mercado, productos innovadores, procesos novedosos y enfoques de trabajo diferentes. Al llegar a este punto, te conviertes en un cirujano que sabe que debe intervenir para cambiar y mejorar. Logo GLOBAL-TRUE-ADVISORS.

A. Thawing - Preparing for the Great Transformation.

Thawing is the process of awakening a sense of urgency by recognizing the challenges of "red oceans," where competition is intense, and understanding the need to explore "blue oceans," new market niches, innovative products, novel processes, and different work approaches. At this point, you become a surgeon who knows that intervention is necessary for change and improvement.


Now, imagine being in the operating room before a critical surgery; you would surely gather the team to establish a strategy that ensures success. Similarly, in organizations, careful planning is essential before announcing a change.

Ask yourself these questions:

  • What do we want to change? Define the objective!

  • Why do we want to change? Discover the reasons and benefits behind the change and generate a sense of urgency.

  • From where to where do we want to go? Visualize the desired future with concrete data.

  • In what timeframe? Set a realistic timeline and plan with achievable goals.

  • What resources do we need? Identify what is required for successful change.

  • Who will be affected by the change? Understand how it will impact stakeholders.

  • What are the possible resistances? Identify and address potential sources of resistance.

If you feel enthusiasm and confidence when addressing your team and saying, 'We are excited to announce this change,' it is because you have done proper planning, cared for every detail, and are ready to face any challenge with success. Your enthusiasm and confidence will generate the necessary acceptance to triumph throughout the process. A nervous surgeon will only convey distrust.


B. Awareness - Becoming Aware - Emotional Thawing.

Persona llena de dudas e interrogantes. Awareness - Tomando Conciencia - El Descongelamiento Emocional. La noticia de un cambio no nos llena de felicidad. Es como recibir noticias de una operación inesperada por el médico, impactante y a la vez, temeroso. Del mismo modo, a menudo se realizan cambios organizacionales sin tener en cuenta a los implicados, lo cual se asemeja a ser llevado al quirófano sin tu consentimiento. Es hora de cambiar esto. Logo GLOBAL-TRUE-ADVISORS

The news of a change does not fill us with happiness. It is like receiving unexpected news of surgery from the doctor, shocking and fearful at the same time. Similarly, organizational changes are often made without considering those involved, resembling being taken to the operating room without your consent. It's time to change this.


How to achieve it?



  • Effective communication: Communicate the change, the why, its benefits, and how it will be implemented. Use appropriate messages and channels.

  • Change ambassadors: Select active leaders who convey trust and credibility.

  • Personal coaching: Provide individual support and address concerns.

  • Transparency: Share key information.

  • Expression of emotions: Allow people to express their feelings and do not retaliate against resistance.


C. Desire - The Will to Change

When awareness sets in, a personal desire to participate in the change emerges. It is like deciding to undergo surgery after seeking different medical opinions. "I want to undergo surgery!" - "I want to change!" Moving from awareness to desire includes a high degree of motivation and conviction.


How to achieve it?

  • Change ambassadors in action: Leverage the support of identified leaders and influential collaborators to inspire and promote change.

  • Active employee participation: facilitate spaces to share ideas and opinions. Invite them to be part of workgroups and committees.

  • Aligned incentives: design recognition programs that motivate contributions to the change's success. Link incentives to desired goals and behaviors..



D. Knowledge - The Necessary Knowledge.

Persona entrenándose en línea. D. Knowledge - El Conocimiento Necesario. Es hora de entrar al quirófano y generar los cambios deseados: instaurar los nuevos conocimientos, procesos, procedimientos , comportamientos, habilidades, etc. Pero. al igual que en una cirugía, el paciente está anestesiado, no tiene control de nada y queda en las manos de los especialistas. Es normal que surjan sentimientos de vulnerabilidad e incompetencia al comenzar a adquirir nuevos hábitos. Logo GLOTAL-TRUE-ADVISORS.

It is time to enter the operating room and implement the desired changes: establish new knowledge, processes, procedures, behaviors, skills, etc. However, similar to surgery, the patient is anesthetized, has no control, and is in the hands of specialists. It is normal for feelings of vulnerability and incompetence to arise when starting to acquire new habits.


How can we help?

  • Practical exercises: Don't just stay in theory.

  • Support material "job aids": Provide material that helps remember what was learned, such as checklists, answers to frequently asked questions, training recordings, infographics, manuals, etc.

  • Monitor mood - "Happiness Radar": Remember that vital signs are monitored throughout the operation, and any imbalance should be addressed immediately.



E. Ability - Developing Skills.

There is a difference between knowing how to do something and being able to do it. It requires time and practice, just like recovering after surgery.


How can you help turn knowledge into skills?

  • Incremental training: Practice in different scenarios or create a parallel operation.

  • Constant monitoring: Ensure you are on the right path. Keep in mind that we are breaking the force of habits. Unlearning to relearn.

  • Competency matrix: Visualize employees' skill levels and provide more effective support.

  • Mentorship: Those who know the most helping those who know the least.


Providing training and expecting people to apply it the next day is as ineffective as trying to leave the operating room and start working the next day. It doesn't work!



F. Reinforcement - Refreezing - Sustaining Change - Forming the Habit.

If you follow medical recommendations, such as following the diet, taking your medications, doing exercises, and being open to the doctor's feedback, you will be discharged within estimated times, avoiding possible relapses and allowing you to resume your normal life. The smile will return to your face, and your mood will improve.


Similarly, in organizations, for people to master the new proposal, time is required, and reinforcing any change is crucial to maintain it and prevent a return to old ways of working.


Persona celebrando por concluir el cambio. Reinforcement - Recongelar - Sostener el Cambio - Formar el Hábito. Si sigues las recomendaciones médicas, como seguir la dieta, tomar tus medicinas, hacer los ejercicios y estar abierto al feedback del médico, te darán de alta en los tiempos estimados, evitando posibles recaídas y permitiéndote retomar tu vida normal. La sonrisa volverá a tu rostro y tu estado de ánimo mejorará. De igual manera, en las organizaciones, para que la gente domine la nueva propuesta lleva tiempo y es crucial reforzar cualquier cambio para mantenerlo y evitar volver a las viejas formas de hacer el trabajo. Logo GLOBAL-TRUE-ADVISORS

How can you support in this final phase?

  • Demonstrate the achieved change: Use data and show the benefits.

  • Celebrations and recognition: Recognize the efforts of everyone involved.

  • Continuous feedback: Learn and improve.

  • Process audit: Verify the implementation of the change.

  • Performance evaluation: Stay on course towards success



In conclusion, mastering change management and successfully leading business transformation is a vital skill in today's world. Throughout this exciting journey, we have learned the importance of careful planning, empathetic communication, and providing support to our employees in each phase of change. Closing all open wounds is crucial, as they could have fatal consequences over time. With resilience and creativity, we will thrive in a constantly changing world. You are ready for the challenge!






 
Mariela Paredes, Dra. en Psicología Industrial, Master en Administración de Empresas y Especialista en Human Factors y Manejo de Crisis. Cuenta con una destacada trayectoria de 25 años en el campo de los Recursos Humanos, y ha impartido más de 10,000 horas de capacitación a más de 20,000 personas. Su experiencia y pasión por la formación la convierten en un referente en el ámbito, dejando una huella positiva en la vida de muchos individuos.

Mariela Paredes is a Dr. in Industrial Psychology, Master in Business Administration, and Specialist in Human Factors and Crisis Management. She boasts an outstanding career of 25 years in the field of Human Resources, having delivered over 10,000 hours of training to more than 20,000 individuals. Her extensive experience and passion for education make her a prominent figure in the field, leaving a positive impact on the lives of many individuals.

 
 
 

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