What are the essential Requirements for Successful Organizational Change?

organizational change is regarded in various ways but in general, it can be defined as a program or process in which a company or organization is being changed.  this process concrete typically on the components of the organization and their potential to be altered. This transformation process covers a vast spectrum from structure and strategy to culture and values. This process includes both step-by-step consistent changes and long-range planning. when we talk about organizational change, we both mean the changes that occur through a dynamic process and the changes that occur based on a change project. There is another prominent source of change. this source is connected to the external components and environments of the organization that initiates the change inside the companies.

However, the change process is dynamic and long-term, which makes it hard to monitor, and manage the details. Any organization has a unique method and program for change management so it is almost impossible to find and propose a common framework that can provide a general guideline for the organizations that seek to manage the change process successfully.

However, the studies suggest that there can be some factors that are important to identify and address the characteristics of successful change management.

These factors have been shown to contribute to a higher level of success and control in the change process.

The following expressions about the characteristics of a good change management solution have been gathered from managerial research in the field of organizational change and transformation.

A common suggestion of these research works is to identify, evaluate and assess the environmental features in which the organization is living. The findings of the related research allow managers to investigate the external and internal influential factors. Using these factors, managers could figure out the opportunities and threats that the organization would engage. Analysis and investigation of the organizational components and environment is a requirement for effective change. Moreover, there is an interface between the external and internal environment of any organization. The analysis of organization issues is the first step of developing a change program. it is important because it provides a bridge for the organization to reach an alternative more quickly.

Another point raised by these studies is the necessity of a consensus on the change topic through the organization. For this, a renewed understanding of organizational issues is a must. Preparing a collaborative base for consensus on the challenges is a shift toward a change program. This will also help the employees hold a clear view over change and step up into the new path.

To successfully arrange the process and encourage the employees to achieve the desired outcomes of the organizational change, a leading team is required. This team needs to be ready for effective communication to be successful in building a shared understanding of the fact that the change is necessary to move in the right direction.

Real transformation requires effective and real communication between those managing the change and other members of staff within the organization. Official any formal communication would not suffice. Communicating with the members of staff regarding plans for change should be conducted in a way that everyone would understand the importance of the plans for change. the next step is how to operationalize the plan. At this stage, it is necessary to show flexibility in the planning and the implementation of the plan to reduce the lack of cooperation within the organization and to prepare for unexpected circumstances. In the fifth step, priority should be given to the institutionalization of the change according to the plan within the organization. At this stage, every effort should be carried out so that the changes made according to the plan become part of the organization and its daily activities. To ensure the changes made it is necessary to find out about the existing obstacles to the planned change and how to remove them. As we progress the pace of implementing policies for change and their operationalization should be expedited. Throughout the various stages, it is necessary and important to organize efficient communication. To enhance cooperation and communication, the managers of the plan should encourage the staff to ask questions for the sake of complete clarity. Eventually, we can conclude the key to an effective and helpful policy change within the organization is to engage the staff and employers in a comprehensive change plan.