Management of change

Management of change is one of the main areas of success. Implementation of multi-sourcing requires understanding, commitment, management and control. In large hierarchical organizations, this provides challenges as management often is at a great distance from the operational environment. It can then often pay to create a temporary flat shadow organization that will be responsible for the task. The shadow organization must be given all necessary mandates for the task, even though it might affect the existing line management. This organization must report directly to the senior management for monitoring and decision-making. This is often a better solution than utilizing existing line managers in their work, as they often do not have sufficient capacity to deal with tasks with adequate focus.

Management of change involves many challenges that must be addressed:

  • Create awareness for what is to be implemented throughout the organization- managers, employees, board of directors, unions and suppliers.
  • To be specific and focused on the facts. Confusion and half-truths will be revealed and lead to lost credibility. Crisp and clear information is essential. Information must be repeated and the message must be put into action.
  • The involvement of employees and unions for dialogue and cooperation.
  • Internal resistance must not be underestimated. Silent resistance is insidious and difficult to pick up on, but will always have to be dealt with.
  • Never take a victory in advance, rounds of discussions may come at unexpected times. Political processes will start and can drag on forever.
  • Prepare the staff for the fact that old tasks will disappear, but new tasks are to be resolved. Plan for development of skills.