Goals for Managing Change Effectively

Name: Goals for Managing Change Effectively
Author: Rhonda Tenenbaum

Create strategies for managing change effectively

Preview the first lesson free — get full access to all 7 lessons.

Course: On-Demand

What are some goals that you can set for yourself to manage change effectively? You can aim to address internal and external influencers, work to solve employee resistance and overcome transformational failures. You can also engage organizational constituencies, communicate your company's vision and stay agile and open to ensure future success. We'll go over each of these goals in detail. Whether or not a company is undergoing a change it has internal influencers who wield a certain amount of power that can affect the company either positively or negatively. Internal influencers are people who don't necessarily hold sway over the company in their job description. They tend to be well-respected highly connected employees, meaning these individuals have a long reach in the company. They know and communicate with all levels of staff and have certain characteristics such as being in middle management or supervisory positions, having a bridge-building mentality, having deductive skills and lateral thinking, possessing social skills and likeability and having a wide network. Middle managers and supervisors know the company's ins and outs. They handle day-to-day operations and communicate with different levels of employees. If these middle managers and supervisors are relatable, employees may feel more comfortable interacting with them. Employees who interact frequently with other staffers at different levels, have a bridge building mentality. They understand their coworkers problems or issues at work, which helps to smoothly repair internal relationships for a more harmonious work environment. Anyone in the organization can be a bridge builder since people at different levels may have a helpful and effective way to end and solve disputes. Internal influencers also possess deductive skills and lateral thinking. These employees have sharp and analytical skills that are essential for problem solving and can formulate solutions before problems arise. Then there are the more sociable employees who have a wide network of associates inside the organization. Other employees often gravitate towards them because they're helpful, humorous, engaging, and personable. There are also the employees who have such great insight and charisma that they have a wide network of friends and associates outside of the company. They are connected to many groups of people and use their network to help others professionally and personally. Internal influencers are the people other employees look to for and assistance when change happens. Because internal influencers are so well connected to the staff, they can use their personality to persuade change averse employees by pointing out the benefits of change to make it more appealing to everyone.

Intermediate Provider : Rhonda Tenenbaum 7 Lessons · 28m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

This module focuses on setting up goals to manage change effectively. It discusses internal and external influencers, navigating employee resistance, and recognizing and overcoming transformational failures. It also demonstrates how to engage different organizational constituencies, communicate and execute an organization-wide vision, and stay agile and open to ensure future success.

What You'll Learn

Distinguish between adaptive, transitional, and transformational change
Create change strategies for different types of organizational goals
Recognize and overcome transformation failures
Navigate employee resistance and address internal and external influencers
Communicate and execute an organization-wide vision
Stay agile and open to ensure future success

Key Takeaways

Setting clear goals is central to managing organizational change effectively.
Both internal and external influencers must be addressed when managing change.
Recognizing and overcoming transformation failures is part of leading successful change.
Engaging different organizational constituencies supports an organization-wide vision.
Staying agile and open helps ensure future success during change.

Frequently Asked Questions

What does this module cover?

What types of change does the course explain?

The course covers the differences between adaptive, transitional, and transformational change.

What skills will I gain from this course?

You will learn to create change strategies for different organizational goals, recognize and overcome transformation failures, communicate and execute an organization-wide vision, and stay agile and open to ensure future success.

What topics are addressed in the lessons?

Lessons address internal influencers, external influencers, navigating employee resistance, recognizing and overcoming transformation failures, engaging different organizational constituencies, communicating and executing an organization-wide vision, and staying agile and open to ensure future success.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.5

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).