Change, whether individual, team-based or institutional, always brings risks and challenges. When any change is introduced in a company, some level of resistance is almost guaranteed. A manager’s role is to help employees navigate the transition and implement the change effectively. That requires understanding the typical process of change. Here are the ten phases any managed change process usually goes through.
Phase one: Concept
According to CustomerThink.com, the first phase is the concept. This refers to the initial idea for change, which is still vague and lacking concrete details.
Phase two: Planning
This phase involves developing the initial vision into a more specific plan, including proposed steps and a timeline.
Phase three: Risk management
Next is identifying risks and planning how to minimise them. Although this step is critical, it is often overlooked in practice.
Phase four: Presentation to stakeholders
Once higher management reaches consensus, the proposed change is presented to all affected parties.
Phase five: Addressing objections
This phase usually generates pushback and concerns. These should be reviewed, resolved, and some may even be incorporated into the final plan.
Phase six: Reaching agreement
This step finalises the specific plan for implementation.
Phase seven: Initiating the transformation
The change begins. Actions follow the plan, and the process is continuously monitored.
Phase eight: Managing unexpected issues
Every change brings unforeseen events or complications. Flexibility is essential during this phase.
Phase nine: Completion
Once the goals have been achieved, the change is declared complete. It may take time before all participants fully adapt to the new reality.
Phase ten: Evaluation
After implementation, the change should be evaluated, with suggestions made for how to manage future changes more efficiently.
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