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5 Common Change Management Goals

Change Management – Five Common and Very Important Goals

  • Build an Innovative Culture
  • Change, Update Best Practices
  • Establish Milestones, Incentive Programs
  • Change Training Practices
  • Shift of Targeted Customer Base

Change management, or the leadership-driven elements of large-scale change in an organization, is indeed a significantly related component to industrial-organizational psychology as well as a number of other disciplines. While there are truly countless types of large-scale change that can be administered by upper management in this way, there are a number of more commonly seen types of change in today’s business world. The following represent five of those more commonly seen change management goals.

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1. Build an Innovative Culture

Deficiencies in culture and overall workforce attitudes can truly hold back nearly any other change management goal a company may envision. As such, the goal to build an innovative and more conducive company culture is a very common one. While this goal may sound straightforward, in reality, it can actually prove to be a very complex one to achieve. Important elements of this kind of change can include updated incentive and punishment systems, change in hiring techniques, new internal communications and meeting methods, updated employee uniforms and other gear, and much more.

2. Change, Update Best Practices

“Best practices” is the term used to define a company’s established best and recommended way of performing some particular activity. There can be a best practice for nearly any act, and in many cases, they are actually required protocol. While best practices guide employees in how to perform tasks, this very quality and power make them a prime target for change as upper leadership sees fit. While change here can promote great benefits, too much and/or too regular changes can also create their very own problems.

3. Establish Milestones, Incentive Programs

Incentive is the ultimate driving force in performance. In order to then drive a workforce to do its very best, it must be properly driven with smart incentives. Here, yet another quite common change management goal is often seen updating the way employees are rewarded for their efforts. Another creative way to incentivize is through the setup of a milestone system. Employees who then reach certain milestones or who are a part of greater, more complex milestones coming to fruition are then recognized and rewarded, thus setting an example for others to follow.

4. Change Training Practices

Training practices are another critical area of business that is certainly susceptible to change when circumstances see fit. Training sets the scene for what employees know and can accomplish. If employee outputs are then not on par for what is needed in the organization, it is very likely that this area will become the focus of some change management efforts.

5. Shift of Targeted Customer Base

The customer base is also of great importance to any successful business. Targeting the correct group for products and services is paramount, whether that be a particular age group, sex, culture, physical size, personal attitude or philosophy, or any other characteristic. Sometimes, a company may find it necessary to change the group of customers it targets with its products and services. This then typically kicks off the common change goal of shifting the targeted customer base and the many subsequent activities that must go into that accomplishment.

In conclusion, the leadership-driven management of big change is an important aspect of any business. As described by Forbes expert contributor Glenn Llopis, such ability to change and adapt is important, but it also requires that “leadership – across all levels – must have absolute clarity in purpose and focus.” While there is certainly greater depth to this subject, these are the basics of change management, an important component to industrial-organizational psychology as well as many other progressive business disciplines today.