Change Management For Benefit Realisation Management: Factors To Consider In Essay.

Internal Change Agents

Discuss about the Change Management for Benefit Realisation Management.

It has been seen that to achieve growth the company make internal and external changes. It is important to implement the change in a proper manner so that growth can be achieved effectively. Sometimes it is seen that if the change is not implemented effectively then it can affect the growth of the company. Therefore, in the large company, a planned change program is considered by an individual who focuses on the leading change and they are called as change agents. The change agent is also considered as a change leader who guides the process of change in the company.

By focusing on these change agents it is seen that they are divided into two. First is an external agent and second is an internal agent. Internal agents are considered as members of the company and they can either be the CEO or the senior manager of the company. These individuals have the leadership skills that can lead to implement the changes and also it utilizes the activities to support the process of change (Intezari and Pauleen, 2014). Therefore, it can be seen that change agents are not only the top managers but they can be the people or the groups that facilitate the process of the change that is considered in the organization. 

External changes agents are from outside the company like the people who are external consultants who are known as the expert in the change management process. It has been seen that they are hired to help the managers to manage with the organizational change. The external consultants are related to the client system and they focus on managing the change in an effective manner. These agents focus on managing the external activities of the company or the change that are taken into consideration.  It has been analyzed that without change agents it is not possible for the company to implement the change in the organization, so it is essential to consider the changes so that activities can be conducted in the direction through which growth and profits can be achieved.

There are many factors that should be taken into consideration so that change can be implemented in an effective manner. In the context of internal change agents, it has been seen that there are many factors that should be considered before making a choice.

Factors to Consider for Internal Change Agents:

Proper understanding should be there in the change agents so that they can focus on managing the change in a proper manner. It has been seen that internal consultants or the agents should have the understanding of the activities so that positive outcome can be achieved. If they don't have the knowledge or the skills to manage the change then it can give a negative effect on the entire activities of the company (Burrell et al., 2015).  Like for example the techniques to manage the change or to implement the change should be considered by the change internal change agent so that positive outcome can be achieved by the company and also they can complete the task according to the policies and rules of the company.

Next factor is related to readiness. It is important for the change agent to be smart and ready for any change. If an individual is not ready to consider the change then they are not considered as a capable or eligible change agent. It has been seen that to manage the change or to implement the change it is important for the individual to be ready and should be able to take the job at the time of making an evaluation or the change in the company. Change is the factor in which it is seen that individuals should be ready so that in a smooth manner the activities can be completed with the change that takes place (Al-Haddad and Kotnour, 2015).

Next factor is related with the security and confidentiality. It has been seen that the agent who can maintain security and confidentiality should be selected. To implement the changes in the organization it is important to focus on the individual who can maintain privacy and also the security of the information. If the information is leaked then it can be difficult for the organization to maintain the security or the privacy related to the change. To consider the change it is important for the company or the top management to focus on the personal quality of the individuals. If the person can maintain the privacy then only he or she should be selected to complete the activities. As it is seen that it is the responsibility of the individual to maintain the privacy or the security of the company so that change can take place in the company in an effective manner (Dwyer, 2012).

External Change Agents

Trust and respect are also one of the factors that should be taken into consideration so that the internal change agents can conduct their operations with efficiency. It has been seen to implement or to manage the change it is important for the individual to create trust and also they should respect other so that it can be simple to complete the assigned task in the right way. If the agents do not have the attitude of giving respect or the attitude to behave in a proper manner then to implement the change is one of the difficult tasks of an individual. It is important to give respect to the top management so that managers or the employees can conduct the activities by maintaining cooperation between the employees and with the other managers.  It is the duty of the change agent to implement the strategies by focusing on the employees and also by proper consultation of the employees so that it can be easy to manage the change in a proper manner (de Caluwe and Vermaak, 2016).

In context of the external agent, there are many factors on which focus should be given so that the change can take place in a proper manner externally also. It has been seen that profitability and growth also depend upon the external factors. If the external environment is not effective then it is not possible for the company to achieve goals and objectives (Bradley, 2016).

It is important that external change agent should be unbiased and should have an open mind so that the operations can take place in a proper manner. It is seen that if they are biased then it is difficult to manage the operations related to change and also it can lead to decrease in the overall growth of the company. By having an unbiased attitude towards the work it can be easy for the external change agent to cooperate and manage the activities with the other employees. Unbiased nature and attitude also help the employees to make proper relation with the others and it is important to maintain effective relations so that it can be easy to manage the change in the organization or the activities of the company on the external basis (Lozano, Nummert and Ceulemans, 2016).

Next is related to the attitude of the individual in context to the challenges faced. At the time of taking the decisions, it is important to focus on the attitude. If the change agent can manage the challenges then it can be easy to implement or manage the change in the overall activities of the company. To manage the change it is important for the individual to be capable enough to manage the challenges or to face the challenges so that in the right direction the activities of the activities can be conducted. It is not possible for everyone to manage or face the challenges but it can be done if there are efficient people recruited to conduct or operate the activities effectively (Matos Marques Simoes and Esposito, 2014).

Factors to Consider for External Change Agents:

It is important for the company to recruit those employees who have a specialization or the degree to operate the activities. If capable candidates are not selected then it can lead to reducing in the overall profits. It is seen that it is important for the change agent to focus on the external factors and also should have skills so that it can be easy to direct the activities or to manage the change according to the external factors. When the activities are conducted or any change is implemented in the workplace then it is important to implement it in a proper manner in the external environment. It has been seen that change agent should also have the quality of being neutral in every situation so that other employees or the individuals can cooperate in an effective manner (Steigenberger, 2015).

 It is also important to have problem-solving skills so that it can be easy to manage the change. It has been seen that when the changes are implemented there are many problems that arise so it is important to manage that problem so that changes can be considered by the people in a proper manner. The problem-solving skills will also help to control the change that is implemented by the company. It has been seen that to manage the change is not possible by everyone but if the change can be managed in an effective manner then it will help to achieve growth and profitability in a proper way.

To manage change is not the task of everyone; they should also have the capability to maintain the culture. Culture and change in the workplace have a link. To implement the change it is important to focus on maintaining the culture so that the change which is implemented can be accepted by everyone. The company should focus on choosing the candidate who can manage the culture. It is important for the top management and also for the external agents to focus on maintaining the culture so that it can be simple to accomplish overall goals and objectives in an effective manner. In this case, convincing skill should there in the change agent so that when the change is implemented the change agents can easily convince the other people. If they are able to convince the other people then it can give negative impact on the activities of the company when the change is implemented (Volberda, Van Den Bosch, and Mihalache, 2014).

So, by analyzing the paper it has been concluded that when organization employs internal and external change agents there are various factors that should be considered so that activities can be conducted in a smooth manner. Factors that should be considered are proper understanding, readiness, security and confidentiality, trust and respect, unbiased nature and also problem-solving skills. These factors should be considered at the time of making the decisions so that activities can be conducted in the right direction. Through this, it can be easy for the company to accomplish goals and objectives. 

References 

Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.

Bradley, G., 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press.

Burrell, A.R., Cavanagh, M., Young, S. and Carter, H., 2015. Team-based curriculum design as an agent of change. Teaching in Higher Education, 20(8), pp.753-766.

de Caluwé, L. and Vermaak, H., 2016. Knowing yourself as a change agent. Consultation for Organizational Change Revisited, p.185.

Dwyer, J., 2012. Communication for Business and the Professions: Strategies and Skills. Pearson Higher Education AU.

Intezari, A. and Pauleen, D.J., 2014. Management wisdom in perspective: Are you virtuous enough to succeed in volatile times?. Journal of business ethics, 120(3), pp.393-404.

Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between sustainability reporting and organisational change management for sustainability. Journal of cleaner production, 125, pp.168-188.

Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), pp.324-341.

Steigenberger, N., 2015. Emotions in sensemaking: a change management perspective. Journal of Organizational Change Management, 28(3), pp.432-451.

Volberda, H.W., Van Den Bosch, F.A. and Mihalache, O.R., 2014. Advancing management innovation: Synthesizing processes, levels of analysis, and change agents. Organization Studies, 35(9), pp.1245-1264.