Ingredients for Change Management

May 20, 2015by Faber Infinite1

According to Dr. Knoster, there are five elements required for effective change: vision, skills, incentives, resources and an action plan.  If any of these five things are missing, there is a corresponding ‘symptoms’. In this blog, we will discuss about Ingredients of Change Management.

It may seem simple, but the model is powerful. For example, if a leader senses a high level of frustration from the followers regarding a change he/she wants to implement. This chart could help to realize that the followers may need more resources.  If the followers are confused, then the vision may not have been clearly articulated.

The other most challenging experiences in management is developing a sense of ‘buy in’ from all the stakeholders. Many change initiatives may yield less than optimal results. Several projects cannot be completed in an efficient manner without everyone working towards the same goal and believing in its success.

People resist change for a myriad of reasons. A lot of these reasons are emotional, such as anxiety about the unknown; fear that the change will result in a loss of control or status; stress that the change will result in a greater workload or new adaptations; worry about appearing inept or having to learn new things; and memories of previous change experiences that caused an upheaval.

This things to know for Successful Change Management
  • How do you get all the stakeholders to gain a sense of satisfaction and ownership?
  • How do you use the vast body of research and resources available on change management to help you influence and inspire your employees to adopt your vision for change?
  • How do you address their feelings and make them see the change is beneficial?
    Do let us know your thoughts in the comments below.

Ready to lead successful change management initiatives? Discover the essential ingredients for driving transformative change. Fill out the form below to gain access to expert insights and strategies that will empower you to navigate change with confidence. Don’t miss out on this opportunity to become a change catalyst!

Contributed by: Faber Raveena Rathi & Aakash Borse

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    by Faber Infinite

    Faber Infinite is an International Business Management Consulting Organization offering consulting solutions and services for Increase Profitability in Business.

    One comment

    • Gopalakrishnan

      July 16, 2015 at 1:06 pm

      I beg to differ. Incentives might not work always. What starts as need-based will turn into greed-based. With incentives, we are drawing a boundary and limit our potentials. Recognition is the best reward, I believe. Motivation is another missing factor here. Unless one is motivated, even if you have all of these, you will remains stagnant. Remember Maslow’s pyramid. “Whats in it for me?” needs to be answered. Money/ Incentive is not the only answer to this. As I said earlier, I beg to differ. I may be wrong.

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