How management can overcome barriers to effective implementation of innovation and change
Change is not always readily accepted people in organizations. A change may cause a loss to the person who is affected it.
It is vital that managers planning changes should acknowledge that some barriers to implementation will be avoidable.
However, the following approaches may be used to overcome the barriers.
• Provide information in advance. The idea of change must be ‘sold’ early and carefully. Allow people to contribute to change before decisions are made.
• Encourage participation all. A culture of “pride” should be encouraged within the organization, in which achievements are highlighted and experienced innovators serve as consultants to the other parts of the organization.
• Simple form, lean staff: Unnecessary layers of hierarchy should be reduced i.e. aim for flatter structures.
• Make only necessary changes.
• As a pre-requisite to change, top management must be personally committed to supporting innovation and must learn to think integratively.
• Attempt to maintain useful customs and informal relationships.
• Build trust and improve lateral communication.
• Guarantee against loss.
• Provide counseling.
• Allow for negotiation.
• Access to power sources such as management committees should be enlarged to improve support for innovatory experimental proposals.