Proactive Change Management
Proactive Change Management is an attitude of anticipating and capitalizing on opportunities and also pre-empting possible threats. It keeps managers one step ahead in the game.
Types of Change Management
An Opportunity Driven Change (ODC) or Proactive Change Management (PCM) is better than a Crisis Driven Change (CDC) as the latter is a reactionary handling of change. The former, however, ensures not only survival but also prosperity in uncertainty-ridden times. CDC or reactionary change is a rather dangerous force to toy with, because if handled badly, it may trigger a series of events that ultimately spell doom. It may be a downward spiral until the organization collapses and is beyond salvage.
ODC seeks to create opportunity in the face of a challenging situation. It is an approach where you get your engines up and revving in the face of a challenge to seek new directions, instead of being frozen with fear or building reinforcements all around to bear the offensive. More than just restructuring or re-engineering, ODC is inclined more towards carving a new path and innovating in a scenario where only dealing with the immediate problem is expected. It is about predicting profitable scenarios, creating opportunities and trend-setting.
Proactive Change Management (PCM) creates a competitive edge for an organization which may keep it in the lead position for a while. It is for an organization to decide whether it will be a victim of change or will visualize the future and capitalize on possible opportunities. It may use data to gain intelligent insights and thereby identify opportunities. PCM implies that organizations must take the baton from the customers and instead show them all vistas it could present where service delivery and product innovation are concerned. Proactive change is dynamic and puts the organization at the forefront—leading even the customers. It is vital to envision an effective plan for change—a clear outline of reasons for change as well as objectives—to define clear communication channels and draw up lists of resources available and those that will need to be rallied.
Benefits of Proactive Change Management
Organizations that subscribe to the philosophy of proactive change management are increasingly gunning for ‘opportunity share’ rather than ‘market share.’ The trick is to anticipate opportunity and needs and translate them into deliverables before anybody else does. Proactive change management involves the building of core competencies rather than falling into the mediocrity trap and being all over the place. Building up on one’s distinct advantage is important here. Apart from this, organizations need to innovate. Technology and requisite skills are changing at such a rapid pace that products are at a risk of becoming obsolete in a short span of time. What may be selling as hot cakes today will become a white elephant tomorrow in the face of another cutting-edge innovation.
Innovation raises the bar where consumer expectation is concerned and someone will identify this need and capitalize on it. An organization can remain a step ahead if it does not sit gloating on success, but instead consistently keeps a decent margin for innovations that may catch on. Proactive change management requires identification of new markets or serviceable areas, either geographically or demographically. Constant feedback and analysis can lead to insights and better understanding of the market and requirements.
The Key to Success
Thinking and efforts towards development must be global in nature. The objectives are to align products and services with the needs and tastes of a global consumer so that cultural or geographical constraints are not able to hamper the organization’s expansion or accent. Proactive change management embraces visionary practices to truly result in the emergence of a leader. The organization has a clear understanding of its strengths and weaknesses; it may contemplate a merger or acquisition to go from strength to strength gaining from the synergy.