Introduction
The challenge to managers who wish to be successful in managing change is to accentuate the positive and limit the negative responses to change, so that the greatest number of individuals within the organisation are excited by, rather than afraid of, a new future.

One of the fundamental reasons that negative responses to change are commonplace is the tendency not to involve staff until all the decisions are finalised and ready to be announced. It is, however, naïve to imagine that the ‘rumour mill’ has not already started. Although, in some cases there may be confidentiality issues, it is important to involve staff and counter resistance as soon as investigation into the potential for change begins.

Typical Objectives:

	Reaching all the parts of the organisation involved in making a difference
	Basing the change upon best practice and avoid re-inventing the wheel
	Having well designed interventions using current knowledge of how people learn most easily
	Creating the right environment for people to succeed, with facilitators and coaches who are also role models
	Proactively integrating the new behaviours into the workplace so that there is a rapid realisation of results

Sample Programme
It is essential for managers to recognise that every employee has had different experiences; has a different personality; and interacts with different people, within and outside the organisation.

It must be accepted that there are no guarantees that employees will conform to the new set of rules and practices you are seeking to establish. The more different they are, the more challenging the task. If successful, the chances are that not only will organisational goals be achieved, but employee commitment and motivation will increase.

Outline
There is no set agenda, as each organisation is different. For change to be quick, effective and sutstainable you need a planned approach, important factors to understand include:

	The organisational culture
	The previous change experiences of staff
	The formal and informal networks and decision makers
	The current communications structure
	The critical losses that staff will experience

Activities to consider:

	Creating the Environment
	Culture Change
	Leading Change
	Winning Hearts & Minds

Satisfaction
Rating
2007

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