更改管理提示和提示
组织改变 - 他们必须为了生存
改变是每个公司的议程。
为了保持竞争力，在当今的经济中，组织必须能够迅速回应其市场和客户。因此，能够适应和改变，因此允许公司继续进行survive and thrive。
Process Changes
While technical and process changes are no easy feat, it is often the“人民方面的变化that managers find most difficult. It is true that change can be very tricky for many people within organisations. However, this does not mean that it cannot be managed with skill and care.
以下是关于变革管理的一些提示和提示，这将让您在曲线领先地位，并帮助您通过更有效地改变来管理人员。
10变更管理提示和提示
1. Identify How You Handle Change
Everyone handles change differently. Some people are naturally excited by novelty and are keen to engage while other people are more reluctant and comfortable with the status quo.
It is good to understand where you fall on this spectrum and how this might affect the way you implement a change management plan. It is also good to understand this as you will have empathy for people who are not like you.
例如，如果你是'早期采用者'，尽量不要急于那些不耐烦的人。相反，如果你倾向于发现改变有点棘手，尽量不要因为那些正在提升的人而感到恐吓。
相反，利用您的阻力积极地询问利益相关者的正确问题，并确保正在沿着变革之旅照顾改变的影响和细节。
Devise and Manage a Change Programme so That it Sticks!
2. Identify How Those Around You Handle Change
一旦您了解自己的变化偏见，就是时候建立了对别人如何管理变革的认识。因为人们反应不同的变化，所以值得花时间理解和捕捉他人如何管理变革。
而不是驳回人们的担忧，并将它们沿着船上乘坐船上，而是创造了与将受到改变影响的人的质量互动的真实机会前implementing it.
之后，您可以根据您所拥有的谈话记录并在网格上映射人们的立场。
3. Let People Have Their Feelings
当决定和实施的变化方向进行时，有时候会有期望（由那些完全载有变化的人），其他人都同样热情。
The truth is not everyone will be and it’s vital that people understand that how they feel is OK.
In fact, the way that people feel may change frequently over time; even flipping back and forward through emotions they have experienced previously. Change affects us at an emotional level and is quite normal.
如果你让人们有他们的情绪并将它们标准化为过程的一部分，他们更有可能与计划的内容进行搞。
4.对改变的技术和人民相同
Change is often imposed by those who haven’t fully considered the impact that imposition will have on staff, business processes and sometimes even the bottom-line.
根据谁推动变化，重点是“重要”将改变。
例如，我知道改变管理计划是从财务总监驱动的一个实例，所有的意图都有良好的意图，但在反思中，他们通常太忙于看起来成本影响，而不是花费任何时间对他们的人民如何运作受实际影响。
通过强加的变化，如果您不保持对变革的平衡视图，您真的需要为负跌倒准备。
Devise and Manage a Change Programme so That it Sticks!
5. Have a Plan for Dealing With Resistance
It’s astonishing how often big changes are imposed and those doing the imposing are surprised at the depth of feelings this generates. Even more shocking is that there is no defined plan to deal with the resistance the change management process creates.
您必须有计划通知，涉及并支持每个参与变革的人。
Dealing with resistance is also a good way of refining your change plan as you go; as some resistance can be nested in business realities that you are unaware of.
6.让每个人都在循环中
改变是从并产生不确定性的。当人们没有信息时，他们的不确定性增加，它们的抵抗力也可以增加。不仅如此，如果你不告诉别人发生了什么，他们将使假设做出假设并容易受到谣言和八卦。因此，让人们了解情况是必不可少的。即使事情安静而且没有什么似乎发生的事情，让他们知道这一切都变得安静，没有什么发生。
7.成为积极的选择者
You don’t have to like everything about the changes that are happening, but you can choose two or three that you do.
帮助别人找到一件好事。请记住，大脑化学应对积极性和消极性，并以你给予它咀嚼的任何东西来喂食。
确保你给你的大脑健康饮食！
Devise and Manage a Change Programme so That it Sticks!
8. Feed Upwards - Without Moaning
以同样的方式，由于您对您周围的人通知来说至关重要，它同样重要的是向上馈送信息，了解变革在组织内的影响。
这不是告诉那些关于那些关于错误的层次结构（如果，事实上，有错误的东西）;相反，它是为了确保通信仍然是双向的。
如果有疑虑，这些需要以生产化方式共享，以便高级和主要利益相关者可以积极主动解决问题。
9.决定将能源的位置
Change can be emotionally and intellectually exhausting. You have only so much time and energy in a day, so you need to determine where best to focus your efforts.
In order for any change to be successful people have to be committed to making it happen; without commitment, it will fail.
Balancing your personal resources with your commitment to managing change will ensure you don’t get depleted or disheartened.
10. Accept That it Will All Change Again and Embrace It
一位聪明人曾经说过“改变是生活中唯一的常量”。随着贵公司对市场的回应，您的业务服务，另一个变更倡议可能会对您的更改倡议产生影响，通常只是它似乎似乎顺利工作。
你不仅需要做好准备，而且还需要改变，而且人们的感受（包括你的）也会发生变化。
我希望这些提示更改管理是有用的，并且您可以在管理工作场所的更改时成功使用它们。
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