|  | Mental Health | Stress Management

The Stages of Managing Change

To implement change within a company (or even for yourself), you must take certain steps to prepare for, execute and maintain the change. Using these steps and managing change in stages help make change more controllable and helps it run more smoothly. You must also take into consideration the feelings and ideas of those affected by the change, so that they can contribute and feel involved. Further, if they know what is going on, they can help support the change.

  1. Preparing for the Change

    • Preparation for a major change involves consulting with those who will be involved. Everyone should have the chance to contribute ideas, and at the least should understand the reasons that the change is necessary. People should also understand the implementation of the change. Before beginning the change, a structured, simple plan should lay out the reasons for the change, the steps of the change, and the effects/results. According to Lewin's change management model, which has been used since the 1950s, this stage of change is called "unfreeze" because everyone is becoming used to the idea of something new, and to the change that is about to come.

    Implementing the Change

    • Lewin's model refers to this as the "change" stage. Upper level management should slowly enforce and encourage the change. This should be done gradually at first, and then with more ardor. Upper level management should provide support to other employees of the company throughout the change, answering questions and addressing concerns, or providing counsel for any confusion and disruption caused.

    Retaining the Change

    • After the initial period of implementation of, and adjustment to, the change, people should settle down with the change and be comfortable with it. According to Levin's model, this is the "refreeze" stage, and stability should return to the workers and the company.

Stress Management - Related Articles