Change Management Assessment
Navigating change can be difficult, simplify your strategies with DISC Change Management Assessments.
Change management is the process of organisational change within a workplace. This process may include a transformation of business goals, technologies, or workplace processes. Change should be embraced and used to grow any organisation in New Zealand. Unfortunately, most organisations are not prepared for change. DISC change management tools are an effective way to understand how your people will react to any change and how best best support them.
The purpose of change management is to successfully roll out substantial changes across the organisation and provide support for employees to enable them to accept and adapt to the changes. The outcome of any change management process is to ensure any significant changes to the business run smoothly and the benefits of the change have a lasting positive effect. Arguably the most critical part of the change management process is ensuring all people, from leadership teams to the bottom line, are happy with the change and support it.
When the changes are clearly articulated throughout the company before the change takes place, employees have time to adapt to the changes and are likely to feel less stressed or under pressure. Change management solutions minimise opposition from employees to the changes in the organisation. The process increases teamwork to implement the changes and allows the business to operate efficiently.
Occasionally extreme changes in the environment occur which force companies to adapt quickly, such as the recent lockdowns across New Zealand due to the Covid-19 pandemic. As leaders, the key to addressing these fast-moving situations is to communicate regularly with employees and show empathy. Organisations who understand how to support their employees during change will succeed in an unpredictable environment and build a stronger united workforce.
One critical element to the change management process is understanding how the personality types involved, respond to the changes. Understanding how your workforce will react, either positively or negatively, to the change process can help to predict the potential success or failure of change initiatives. You can anticipate the barriers and put in place systems to overcome the hurdles during the process. Understanding the needs of the team demands as much data collection and analysis as possible. A DISC assessment tool will help leaders identify how an individual will respond to change and how their managers can best support them to accept the change.
Our advanced Change Management tools help you navigate your team through change. The reports help you to assess the current impact of change on your employees and understand what measures or support you need to put in place to mitigate stress.
Whether managing a change of business strategy or navigating through considerable changes in the broader environment, DISC Assessments help you to lead change across your organisation effectively. Gather real-time feedback from your employees to influence business decisions.
The Extended DISC Change Management Assessments are explicitly designed to help managers and organisation leaders to mitigate the effects of significant change on employees.
Change management assessments help you to lead through change with confidence. Our DISC assessments highlight specific needs employees require of their managers to help cope with change. Using the results from the Change management tools, managers can implement support measures to help achieve change effectively and with least resistance possible. The reports can:
Communication is an essential aspect of any business. Being able to communicate with team members effectively can significantly improve the success of the company as well as the bottom line. Employees feel more engaged and motivated when the lines of communication within the company are open and transparent, and their job roles are communicated successfully. DISC profile test results can help managers to deliver change in the most comfortable way for each of their employees. As a result, they are more willing to accept changes and adapt these into their routines.
The Change Management Communication Assessments help employees and managers to understand:
Change Analytics and Reporting
Understand Change Management Personality Types
Lead Through Change with Confidence
Change management plans give you a head start to prepare for sudden changes and plan for longer-term changes, in technology or procedures.
Generally, there are three phases in a change management solution:
The first stage, planning, includes a discussion around who the change will affect. Will individuals and teams be affected by the change or will the change affect the entire organisation. During the planning stage, managers should discuss what procedures need to be put in place to mitigate risk and support the change. This first stage also includes the formation of change management teams. Individuals in the group should represent all affected stakeholder groups in the organisation.
The second stage is the communication and direction stage. During this stage, the company implements changes. Communication is the most critical part of this stage. All affected people should be informed of the change before it happens. Leaders need to keep in contact with employees and respond to any concerns as they arise. This stage also includes any training and support for new procedures or technologies.
The last stage is the reinforcement of the change. Managers should follow up with all affected personnel to ensure new technology is used correctly or employees adhere to new procedures. Communication is also essential at this stage. Managers should ask for feedback on the change and ask questions such as 'has the change had a positive effect on the organisation?' or 'Can key personnel complete their jobs more effectively?' During this stage, managers should continue to monitor any other unexpected concerns.
Change management consultants work with business leaders to formulate a change management solution. The consultants facilitate change activities and are responsible for implementing new concepts within an organisation.
The primary function of a change management consultant is to identify areas where there is a need for change and assess how this will affect all levels of the organisation.
Change managers provide support and coaching advice to leadership teams and help them instil change in their teams. They usually support project teams directly during the transition period.