An organization can be referred to as a network of structure and relationships laid down with an aim of achieving a common goal or objective. The body of this organization has to have a hierarchy, policies, and procedures that govern the various relationships exhibited by members of the organization. Many are the times that an organization may from experience or expertise advice find that it is ineffective because of its structure, process or employees that are obsolete. With such conclusions, then a need for an organizational overhaul or renovation commonly known as organization change is precipitated. A team of experts known as Organizational Change Team spearheads this change. This discussion will, therefore, put much emphasis on the dynamics of this team.
The first principle in forming organizational change team is representativeness. Each department in an organization should be represented in the organizational change team if the results of the team are to be accepted unanimously. This is because the team acts as the eyes and voices of the people in the project. Thus, its wide acceptance provides the much needed emotional credibility toward the change initiative. The many areas in organizations focused on by the organizational change team are people, systems, and business processes. Thus, in the business world, the team is composed of a technical team and a functional team. The organizational change team’s focus is to evaluate and determine how the proposed changes would influence the people. Thus, it should focus on the following areas. These include change readiness, needs of people, concerns, and transformation impacts on stakeholder groups.
The composition of this team is very crucial. It should include a senior level leader in organizational change management, departmental heads specializing in organizational change and out sourced agents whose areas of expertise is organizational change. With such a team, the work would be done effectively, and the results of the project would be harmoniously agreed upon. Apart from the representativeness, other characteristics of the change team should be cohesiveness, organized, and commitment. These would ensure that consistent messages are sent to their respective areas, the teams work would be coordinated well, and there would be a high degree of responsibility and inner push to see the work finished successfully.
In identifying the change members to be included in the team, the following characteristics should be looked at:
- Members should command respect to their areas
- Genuine interest of participating in the team should be identified
- Strong interpersonal skills and people-oriented person.
- Able to understand the whole organizational structure and process involved.
- Understand the pros and cons of the changes of the organizational change to be effected.
- Able to understand the concerns in their areas of operations and have good analytical skills.
- Able to communicate, to listen well, and be willing to support the change.
With the above characteristics, the members are able to wholesomely work towards the laid down goals.
Upon organizational change team receiving of the request for change implementation from the originating department, the components of all the organization are examined. Most of the cases the request received by the team would be for procedure review, new functions creation, new goals and objectives setting, and procure review. In addition, merging function, business transformation, integration, or process mapping can be a target of the change team.
After the change team is through with its work, the final product of the undertaking is presented to the relevant organization or department. Such results would present issues like vision, goals, and structures within departments, divisions in such departments and their units, as well as the relevant technological advancements needed. Organizational chart would also be presented to show the hierarchy. The required space in case when expansion is expected would also be available in the report, the effects of change on people, job groups and requirements for the advancement to the next level would also be emphasized.
In conclusion, organizational team is a very crucial body in an organization and should be chosen well. All its functions are determined by the members’ ability and the perception of the composition of the team by the rest of the organization. Thus, it is of paramount importance that the team members are people commanding respect to their respective areas. The team should also be able to accurately present information in a consistent fashion, failure of which will make the change collapse halfway.