​​HOW TO PROMOTE CHANGE MANAGEMENT AND INNOVATION IN THE COMPANY

Every company will eventually need to implement significant changes, but not all are prepared. It is in this scenario that change management proves to be an important factor to help the manager get ideas off the ground.

The business world is very volatile and dynamic, subject to several transformations. Therefore, what makes companies stand out is the manager’s ability to envision these transformations and move towards innovation.

See below how to promote change management in your company with a focus on innovation!

The relationship between change management and innovation

Change is not simple. It requires moments of rupture and leaving the comfort zone. ?If everything is going well, why change?? It is human nature to resist any process of change in routine.

However, continuing on the same path will lead to the company’s stagnation, without growth and reaching the biggest goals.

Anyone who has been in the market for a long time knows that in order to compete with strong competition, it is necessary to innovate and to innovate, it is necessary to change. A company that already has its culture behavior of constant transformation is much easier to plan innovation.

So, it’s no use for managers to plan innovation and changes if the team is not and has never been prepared. In fact, they are the ones who can optimize changes in day-to-day processes, but first, they need to understand the levels and why of the changes.  

Therefore, before starting planning, everything needs to be in full harmony: the action goals, employees, leaders, and managers.

How to implement innovation management in 5 steps

1st Recognition of values ​​and organizational culture

The first thing to do is put together the company’s preparedness plan. What are the values, mission, and vision? Why do I need to change? Where do I want to go?

So, how about making the first change in organizational culture, which unites employees and leaders for the same goal? Make change part of the culture.

Managers need to be familiar with the routine environment, how employees react and think in the face of certain challenges and how leaders behave when making decisions to overcome barriers.

Therefore, it is up to managers to apply new knowledge to the team and offer new opportunities for personal and professional growth.

2° Assess the impacts of the changes

This is the stage that generates the greatest insecurity. After all, every change has an impact, but what if that impact is negative? What if it causes conflicts?

This is precisely why it is important to have a comprehensive view of possible risks and impacts. It is necessary to map what can be affected in the company such as:

• Management and operational processes;
• Need for specialized skills and positions;
• Recruitment and selection of talents ;
• New technological and innovation tools;
• Impacts on the organizational structure;
• Impacts on team performance;
• Remuneration;
• Staff behavior.

If the way in which employees work can be affected, it is essential that there is transition management to enable everyone to perform at their best without causing organizational damage.

3° Implement a new leadership model

Now more than ever management will need everyone’s help. Thus, an important role is that of the leader. But once the leader is overwhelmed, the company may have more challenges than achieving goals.

That’s why it’s interesting to adhere to the model of a liberal leader, but be present at all times to help the team. Thus, the company will have an empowered team, responsible for implementing ideas and solving problems.

This helps a lot to unload the leader who can focus efforts on other strategies. Combining this model with the inspirational leader model, the team will certainly reach a high level of excellence and changes will not be a problem.

4° Implement a support structure

It is worth planning a support structure with training for leaders. That way, employees will have more confidence in performing new roles, knowing that they can count on help whenever they need it.

In addition, they will have greater autonomy to question and share new ideas for changes in the main processes.

5th Monitoring and analysis

As in any implementation process, it is essential that there is thorough monitoring of the progress of new changes. Perhaps in this process of analysis, new ideas and adjustments to the company’s reality will emerge.

This step-by-step guide favors changes and encourages the participation of all in order to apply innovative competitive force. If the organization does not adhere to changes on its own initiative, in the future it will be forced and worse, with a short time for adaptation.