Change Management - Being at the epicenter

Currently, I can say that my team is going through a very important organizational change. I do not wish to write specifics of the change here. But I want to share my first hand experience, observations and conclusions on the Change Management process.

According to me communication and people management, before/during/after the change, are two of the most important CSF(critical success factors).

Communication

A clear communication across the organization about the change is extremely important.

Communication should clearly convey -

1) Change - Primary change and other supporting changes.

2) Benefits to the organization

3) Impact on the teams/individuals - Positive or negative. It can be communicated in separate targeted communications.

People Management

During the change management process, people are -

1) Super curious

2) Over anxious

Ever since the change has been declared, I have been receiving many calls/e-mails with queries, speculation, rumors and so on. Good communication would help in setting the expectations but in-person workshops/floor meeting would be very very effective.

In addition, execution approach for change management is one thing that requires the most of the thinking and planning. There can be two below mentioned approaches for Change Management.

(1) Think of all the possible problems that can arise and incorporate them while designing the change(roles, responsibilities, etc.). For example, prepare a comprehensive RACI(Responsible, Accountable, Consulted, Informed) matrix well in advance.

(2) Start with the bare minimum structure in place and then build on top of it. More of an "agile" way of working.

After this first hand experience, I hope to handle changes better going forward.