Change management is more than just a buzzword in times of rapid change. It isn’t always easy to cope with change - especially in the context of business – if it were; there would be many more successful companies. Change would often be only coping with finance, building, other resources etc. were it not for the people. The people who deal with changes are mostly sceptical and can be active or passive in their resistance. Such resistance to change often arises out of fear.
These are the employees who need help and support in handling change so ‘change management’ enables these people and their companies to handle and to overcome resistance to change with smooth and professional management being used to implement the change processes. There are, of course, numerous profound theories and best practices. And this is where our experience enables us to introduce a new approach.
The 3 phases of successful change processes.
The sociologist Kurt Levin has produced many studies of processes of change. He has identified 3 phases to go through and these are in the context of making successful changes to the processes: And he puts them over in an easily understandable:
Create transparency (unfreezing)
Keep clean (freezing)
We at Con-Sense, by following the ideas of Kurt Lewin, have developed our own methods for managing change. We take all the steps necessary to assist the employees of the companies we serve "picked up". We start by building trust. Then whilst acting as agents of change outsider a client company Con-Sense has been able to form close relationships with company employees. thereby ensuring that change processes are successfully implemented.
Con-Sense Change Management steps.
Step 1: Create transparency (unfreezing)
The 1st step in the Con-Sense change management means create transparency. We deal systematically with facts and figures and thus to establish presence on the scene the necessary acceptance for our presence. Our data determination takes into account the time management mainly. We collect administrative activities, such as technical,
production control and production planning by time blocks and on quantities. We determine the actual work with the greatest possible precision and conduct first careful interviews with your employees.
The identification of wastes requires an own vision. An open, value-free and courageous inner attitude to change.
Step 2: Cleaning (moving)
We clean up together! Cleaning, our step 2 in the Con-Sense change management, we see the joint planning, designing and implementing change-accompanying measures. Just the common approach, as a unit, ensures sustainable outcomes.
Our approach is based on the categories of the Lean Houses and on the different stages of evolution per category. While the composition of the project team and the allocation and perception of the individual project roles is essential.
Usually only the one who is involved in even this experienced a thorough cleaning. Middle of it to be opened in new experiences. New experiences open up new perspectives. New perspectives can bring forth entirely new personalities.
Step 3: Stay clear (freezing)
In the Con-Sense change management makes Stay clear the 3rd step. The step Stay clear remain of course assumes that something exists. In our case an ideology of employees, which has been implemented in the previous steps. We recommend and support the continuous personal development based on the concepts of Kaizen.
We say: clear can be only one company, whose executives themselves on effective leadership. Its leaders know that they must work out leadership acceptance and will never give.
New personality bring new value images, spread a new spirit. So, satisfaction can develop, which in turn leads to sustainability.