The Change Process

There are three main stages to the change process. These are summarised below:

  1. Initiation – The process leading up to the change.
  2. Implementation – The first experiences of change.
  3. Continuation – The changes become embedded.


Key elements of initiating change

You will need to analyse the situation before you think about suggesting changes.


How To: Implement Change Successfully


Useful tools for change analysis

Before implementing change, you may need to devise a strategic plan.


Assuming you have won your colleagues over to the idea of the proposed change, you will now want to implement it. You may need to plan the implementation phase, even if it is simply a question of purchasing a piece of equipment.

You may need to break down the changes into manageable tasks and achievable targets. Crucially, it also means communicating e.g. informing staff about what is going on and consulting them for their own ideas.

Different objectives require different methods of communication.

It is therefore important to consider whether or not there is a need for training and development, e.g. organising briefings/ workshops.

You might decide to pilot the change, e.g. implement it for a fixed period of time before reviewing the situation; this is particularly important if you need to demonstrate the benefits to previously unconvinced staff.

Even if you manage to get changes implemented, it does not mean they will stay implemented. People sometimes slip back into the old ways of working. Once again, communication is crucial. Provide staff with evidence that the changes have had a positive impact, through a re-audit. If other staff are slow to come on board with the changes, is management encouraging them to move their position? After all it is not only important to keep people informed, your also need to keep management on side.