Gina Temple’s Insights on Change Management Strategies

Change management happens when people or departments in a company or the entire organization itself change. For employees, these changes may mean preparation and support for future roles that they may not be ready for just yet.

According to Gina Temple, some professionals are specifically skilled at change management. They work with both management and the employees. They use tried-and-tested change management strategies. With a sound change management strategy, organizations would be more prepared to handle organization-wide disruptions from any event, such as crises, tech evolutions, changes in consumer habits, and M&As.

There is no one change management strategy. Strategies differ depending on several factors that revolve around different areas of expertise. For example, the strategy for people in the IT department and the department itself may be different from the strategy for employees in HR.

Change management experts know all too well that to come up with a sound strategy, they have a number of things to consider, like the context of the situation, the specific people and departments involved, the company culture, and the business goals. For project management, Gina Temple says that strategies may involve new processes and the introduction and approval of new projects.

The best change management strategies do not work without people who are welcoming of the change and who are also willing to change. As such, the best change management strategies heavily include leaders motivating employees to adopt new practices and mindsets.

Sound leadership plays a huge role in change management strategies, says Gina Temple. One of the most important realities of a constantly developing business is adaptability. In an ever-changing landscape, change management leaders will always find a critical role in bridging the gap of change.

In any change management practice, there will always be some form of resistance to new knowledge. There is something about change that will naturally make stakeholders and end-users uncomfortable. In fact, change requires that one must be able to go out of their comfort zone. Change management leaders, or the change manager, should always consider this.

Whenever a company undergoes change, employees will always look for a resource to help them understand what to expect. For this reason, the change manager should always have a thorough understanding of the situation and have answers to any questions that may come up. Most technologies that require change management as a knowledge transfer tool are usually complex and vast in scope. The change manager should accept this role wholeheartedly and be a receptacle of knowledge for a smooth transition.

Overcoming obstacles in change management is crucial for success. However, one of the biggest challenges is the tendency to overlook new knowledge as other priorities take precedence. While this may be understandable, change managers need to ensure that important knowledge is provided to all parties. Gina Temple emphasizes the importance of maintaining communication to prevent valuable knowledge from being lost in the transition.

Gina Temple has served in the healthcare community for over 30 years with experiences ranging from for-profit to not-for-profit organizations, unionized to non-unionized facilities and acute care settings to outpatient centers. Read similar articles on healthcare and leadership from Gina Temple by clicking here.