Change Management

Change management is the name that many managers, executive leaders, or supervisors give to the subject of how those in the midst of change, handle change. 

The irony of change management is that the number one reason for executives being fired or released from their job is their inability to handle or manage change.  So the managing of change is hard for most managers.

To lead is to be a visionary that sees a path where the organization can go. 

To manage is to oversee what already is.  Therefore, “change management” is really an oxymoron. 

A person who enjoys routine and likes to know everything that is going on will likely have trouble with change.  Change management means working with people in flux, and most managers don’t like flux.  They like routine and stability.

It is leaders who initiate change and see the course where the ship has to sail to be viable in the market place. 

When we think about the ship sailing on the high seas, it is the captain who charts the course. 

When they sense a new direction, they pass the new plans on to managers/supervisors (those who like routine) and then expect them to implement the new direction. 

He/she is not sure, however, what weather or obstacles they will face.  In the course of the ride, there are many adjustments to be made, and it is the crew under the supervision of the crew chief, who has to make the alterations. 

These kind of quick and accurate decisions are not usually easy for those who like routine, smooth sailing.  This doesn’t usually work and is the primary reason why change management isn’t really the issue.

The real issue is helping people understand their initial response to change; resistance or readiness, and working with them until the informational and emotional support they need is given. 

Those who are most resistant need lots of information and clarification.  Those most responsive to change need to slow down a bit and stay with the pack.  Those in the middle of this linear layout, the people persons, are most helpful in change management.

As a professional speaker and trainer, Dr. Gary Copeland has successfully led both corporations and individuals through the challenges of layoffs, mergers, acquisitions and other organizational changes for more than 25 years with over 1,500 audiences.

He is an educator and motivator offering insight and practical wisdom for managing life's challenges and changes through keynotes, seminars, breakout sessions and consulting.

His mission: "To help people process the emotional and relational impact of change."

For more information: http://www.GaryCopeland.net