Abstract
The paper argues how best change management can be implemented when using personal and organisational strategies. The paper shares the author’s experiences in utilising best practices related to change management. It can be evident that managing organisational change will be more successful when applying simple principles i.e., thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes Also, achieving personal change will be more successful when used at relevant occasions. Change management cannot be implemented in a forceful environment and normally more problems will arise as a result. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change. Before starting organisational change, ask yourself: What do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and with what parts of the change do we need help? The paper concludes with a description of how those personal and organisational change aspects become useful when realistically implementing change management. Sri Lanka Journal of Development Administration, Vol. 5, pp. 27-36, 2015
Highlights
The paper argues how best change management can be implemented when using personal and organisational strategies
He joined to Sri Lanka Administrative Service (SLAS) in 1985 and during his career for more than 30 years he has served as a Head of Institutions, Departments and Ministries
Prior to his post as the Secretary, he served as the Director General of Sri Lanka Institute of Development
Summary
I may argue that we do not have to promote change on people as a way of accelerating ‘agreement’ and implementation. He joined to Sri Lanka Administrative Service (SLAS) in 1985 and during his career for more than 30 years he has served as a Head of Institutions, Departments and Ministries Prior to his post as the Secretary, he served as the Director General of Sri Lanka Institute of Development. It is important to check how people affected by the change agree with, or at least understand, the need for change, and have a chance to decide how the change will be managed, and to be involved in the planning and implementation of the change. Encouraging managers to communicate face-to-face with employees when managing organisational change is important. For organisational change there must be new actions, objectives and processes for a group or team of people, use workshops or brainstorming sessions to achieve understanding, involvement, plans, measurable aims, actions and commitment. Your employees’ fear of change is as great as your own fear of failure
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
