When Should Managers Make Changes?

Managers are always faced with change management situations. Knowing When and How to decide and effectively delegating the actions is a key to success. Sometimes the urgency or pressure for change cause somewhat of a “knee-jerk” reaction. This gets in the way of fundamentally sound plan for change.

When a manager is faced with fundamental changes, or realizes a change may be needed, an essential first step is to think it through. Determine what are the reasons a change is called for and validate that need. Change is disruptive. Change can be a business unit necessity, or in some cases, a business life saver. Because significant changes, such as markets, organization structure, personnel, budgets, etc., will always involve some level of risk and caution is required.


Once the rationale for changes is confirmed, the manager needs to build a highly specific and clear change plan. Managers need to be extremely specific in defining what type of change is required. Is the resulting Action Plan for change detailed This step is often a misstep. Managers who take the time to build their Change Action Plan will have an absolute road map to bring the desired change about.

Change Plans Define Key Objectives

management skills, effective delegation

Effective Listening

The plan needs to define key objectives, resources needed, people assignments, mentors defined for less experienced employees and any training that may be needed. For significant change management initiatives, it is necessary to identify the key action steps on which the plan depends. For each, develop a back-up plan in case something goes wrong. This allows the manager to make a quick course correction and get the execution back on track.

The Action Plan should have specific timelines for every critical step that needs to be taken. In addition, the Plan needs to have all status report dates for checking progress, milestones where key elements of the execution plan need to be completed and the ultimate completion date. Then, managers must have the discipline and focus to follow the Action Plan and keep things front of mind and on track.

Executing a change management plan can be difficult, It can also be extraordinarily exciting. Armed with the knowledge that the change is necessary, and a well conceived Plan of Action to manage the execution, the manager can bring about the desired change has a real chance of success.

Managing for Change

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Michael D. Moore is the publisher of Management By Delegation and is a veteran executive with 40+ years in the Banking and Insurance Industries. A devoted entrepreneur, using his business experience to provide resources for managers and leaders at all levels. For the last 5 years, he has built a growing web presence for helping people with personal and professional development. To learn more about these advanced concepts & join our group Click here 5 Must Have Management Skills

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