Further Information: The benefits of e-Learning and the support available are expressed clearly by managers and leaders.
Roles for those participating in change
People have clear positions with respect to new initiatives. It is important to understand your own role and the part you will play in relation to others in achieving new ways of working. Change leaders own the initiative. They may be responsible for developing the strategy, deciding how and when it will be rolled out across the organisation, allocating budgets, considering consequences etc. Agents of change are supporters and champions of the new initiative. Other roles include ambassadors, stakeholders and participants.
There are many models that attempt to describe the processes involved in organisational change. One of them is the Burke Litwin Causal Model of organisational performance and change. The Model offers an interesting picture of the interdependence of factors that must be taken into account for effective change to take place in the workplace.
It is worth reading some of the ideas around motivation in the workplace. This web site offers links to many accessible theories of motivation and management.
It is important for change leaders and managers to be aware of the views and responses of members of their teams to a new initiative. Look at the Readiness to Change Questionnaire approach. Change leaders can assess the readiness or receptivity of individuals, teams and whole organisations using this method.
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