Common Management Challenges and Strategic Initiatives to Re-Define Management in Your Organization 

It’s common in large-scale organizations and Fortune 500 companies to shift teams and reorganize leadership personnel. If your business has a big project that requires special attention from certain leaders or senior executives or is requested to make critical long-term changes to implement a new strategy, you may need some support to ensure effective change is achieved.

There are a few factors to consider about the change process, including change efforts, how to go about implementing change, what to expect throughout the change, and how to handle communication between key stakeholders, leadership, senior executives, managers, and employees.

It’s also a good idea to consider working with a speciality consulting service, like Hunter Stevens LLC. We’re prepared to solve financial problems and improve company performance. Support throughout the management change process can make a big difference for the bottom line, and for the long-term success of the company.

Why change managers?

Some organizations experience internal issues due to the company’s organizational style. It can be a good idea to review the structure of your organizational chart and determine the current workflow procedure.

If your business has behaviors that are a bit backward or operates under an outdated model you may consider making some changes to management. This will help achieve long-term business objectives.

Changing managers or shifting leadership roles can be the best solutions to internal problems. Especially if a leader is a powerful team member, and could perform more effectively in a different role.

Perhaps one staff member has a unique managing style that would be a major benefit in one department but does not serve particularly well in the position they currently have, a simple shift in the management (or a bit of re-training) could make a big difference.

Change management is about identifying organizational and company goals, developing an initiative to shift focus and placing executives and employees in the right positions.

Change management requires:

  • Training programs to help employees develop new skills to succeed
  • Adopting performance metrics
  • Commitment to success
  • Appropriate use of resources
  • Leaders assigned to the right projects

If your organization is ready for transformation it’s time to communicate with key stakeholders, identify the most important need for change, and a create a detailed plan.

With a clearer vision and a new model for managing, the organization’s change process will be a success.

Common Challenges During Organizational Change Management

Lack of Support

Often organizations face issues because there is not a supportive team environment. Senior executives may create initiatives but provide little support to managers about the implementation process. 

Try establishing a company culture that includes monitoring and support. Processes like this are designed to create success. The team works together to effectively implement change. This way no effort is wasted. Managers have the support they need and insights from the top. Employees know that they can ask questions, get feedback, and get the job done.

Poor Communication

In some companies, senior executives make high-level decisions but fail to communicate about new programs, initiatives, insights, or the new strategy with mid-level managers or staff. As a result, the managers cannot communicate with employees about what is expected, or what the implementation process should look like, since they don’t have the information. In this approach change efforts may be wasted. 

Try to develop effective communication across your organization. Make sure high-level executives clearly explain new projects and expectations, and later that mid-level managers provide employees with the critical information and tools they need to get the job done successfully. Transparency goes a long way, too. Executives should interact with employees, and share information with them so that th messages are clearly communicated.

Unclear Leadership

There are some instances where the organization’s leadership style is unclear. This is a critical flaw in the chain of command where leaders do not know which teams they are in charge of, or employees do not know who their direct managers are. It can be a slow process, but successful change management happens when managers, leaders, teams, and processes are clearly defined. 

Leadership must take the initiative to develop appropriate teams based on work-related factors. 

Ensure that all team members have the right skills to achieve designated goals. Provide resources to each team so that with the right amount of effort and the correct strategy in place, they can succeed.

If your team members are constantly unclear about which directives to follow, and which initiative to focus on it’s time for organizational change management.

Successful Change Management

If your organizational change is going to be successful, it’s important to have everyone on the same page. 

To make a successful organizational change start by identifying the objectives. Then, dig a little deeper to get more information to inform your change approach. 

Here are a few examples of best practices in change management:

  • Identify key projects
  • Determine any factors that limit growth
  • Redefine your organizational strategy
  • Outline teams and business structure
  • Delegate roles so senior executives can pass the information to leadership and managers, then to employees
  • Provide teams with resources and support tools
  • Share the vision and major objectives with the team during training sessions
  • Implement a supportive company culture
  • Focus on the big-picture organizational change

Companies can have a successful transformation when they support their teams throughout the entire implementation process. Good change management practices mean that leadership and executives work together with managers and teams on projects. 

Effective change happens when the change process is supported by efforts from every level of the organization. This also promotes a motivating company culture.

Ask for Help

Internal Support

It’s important to boost team morale by including everyone in decision-making processes and strategy development. 

Even if you or senior management ultimately does not use suggestions made by managers or employees, simply by asking for their input, you promote inclusive company culture and get everyone on board with the transformation process.

When employees and managers can voice their opinions, they feel heard and thus are more willing to be part of an effective change. They are also more willing to put in the effort or take the initiative in new programs or processes.

While it may seem that employees may not be able to provide useful or insightful feedback, you may be surprised by what they have to share. Since typically employees are the ones on the company’s frontlines, they can provide insight that an executive or leader who is too busy leading, simply could not see.

Often, employees have powerful suggestions. Here are some examples:

  • Ways to improve performance
  • Solutions to day-to-day problems
  • Identifying ineffective behaviors
  • Skills training that would be helpful
  • Valuable resources to complete projects

External Support

If your organization needs to make some business changes, or a large-scale organizational change, a specialty consulting firm like Hunter Stevens LLC can help.

We work with companies -big and small- to help them make effective change, and successful change. We work with senior executives, leadership teams, and project managers to evaluate the company, and identify key initiatives and programs to achieve a grander vision.

Our team of specialty consultants and advisors works with your company leaders to develop solutions to large-scale problems. We provide tools and insights that help your leadership team focus on how to achieve the company’s goals.

We’ll help you throughout the change process, work with you to outline the change management your organization needs, and determine where to best allocate each leader’s efforts.
Just like you employees need upper-level support for success, a successful change for your organizational management starts with support from advisors who have done this before. Call us today and find out how Hunter Stevens LLC can help your business achieve the transformation it needs for success.