{"id":259729,"date":"2024-02-21T04:50:21","date_gmt":"2024-02-21T04:50:21","guid":{"rendered":"https:\/\/imarticus.org\/blog\/?p=259729"},"modified":"2024-02-21T04:51:36","modified_gmt":"2024-02-21T04:51:36","slug":"change-management-and-performance-management-identifying-levers-for-change-and-driving-change","status":"publish","type":"post","link":"https:\/\/imarticus.org\/blog\/change-management-and-performance-management-identifying-levers-for-change-and-driving-change\/","title":{"rendered":"Change Management and Performance Management: Identifying Levers for Change and Driving Change"},"content":{"rendered":"

Change management and performance management are two key parts of organisational success. Change management prepares, supports, and enables people, teams, and organisations to transition effectively. On the other hand, performance management defines goals, evaluates progress, and offers feedback to enhance performance.<\/span><\/p>\n

Identifying levers for change and driving change are key components of change management and performance management. One can <\/span>study human resources online<\/span> with a <\/span>certification course in HR management<\/strong><\/a> to master change management and performance management.<\/span><\/p>\n

The Five Levers of Change Management<\/span><\/h2>\n

In Prosci’s change management methodology, the five levers of change management are tools that support individuals through change. These five levers are:<\/span><\/p>\n

Communication Plan<\/span><\/h3>\n

This lever sometimes needs clarification with change management<\/strong><\/a>. However, excellent communication is vital to ensure that everyone connected by the change understands what is occurring, why, and their role in the change process.<\/span><\/p>\n

Sponsorship Roadmap<\/span><\/h3>\n

It focuses on identifying and engaging sponsors who will promote the change and give the necessary resources and support to ensure its success. Sponsors are often top executives who have the ability and influence to push change throughout the business.<\/span><\/p>\n

Coaching Plan<\/span><\/h3>\n

This lever is meant to build a coaching strategy to help people and teams through the transformation process. Coaching can assist individuals in acquiring skills, overcoming reluctance, and adjusting to new functioning methods.<\/span><\/p>\n

Managers are the closest to the employees who eventually must bring change to life, and this closeness makes them vital partners in times of transition. Employees look to their managers for answers, support, and guidance in times of change.<\/span><\/p>\n

Training Plan<\/span><\/h3>\n

It means creating a training strategy to increase skills and competencies. Training is vital but needs to be more sufficient to drive change. The manager’s responsibility in training is to identify the skills and competencies that workers need and discover any gaps in the training needs.<\/span><\/p>\n

Resistance Management Plan<\/span><\/h3>\n

This lever is concerned with recognising and addressing change resistance. Denial, rage, and fear are all examples of resistance. Understanding the roots of resistance, engaging resistors, and resolving their concerns are all part of effective resistance management.<\/span><\/p>\n

ADKAR model<\/span><\/h2>\n

The ADKAR model is a change management methodology<\/strong><\/a> that focuses on individual change and helps individuals through a particular transformation, addressing any hurdles or barrier points along the route. Prosci founder Jeff Hiatt established the model after researching the changing patterns of more than 700 firms.\u00a0<\/span><\/p>\n

The ADKAR model is built on the hypothesis that organisational transformation can only happen when individuals change. The approach consists of five building elements that must be completed for a change to be successful:<\/span><\/p>\n