Partners in Change

1. Line Managers
The line manager's role begins with setting the strategic direction and helping the organization understand the business case for change. The line manager's role also includes:

• Communicating the reasons for change
• Leading the way in shifting attitudes and behaviors
• Helping employees shift attitudes, behaviors and habits
• Monitoring how well the change is being implemented
• Working with human resources to design the change management strategy and plan
• Helping human resource clarify and sequence change initiatives

2. Human Resource Manager
The HR Managers play a major role in change management facilitation at all phases of the change process, from inception and implementation. HR roles also includes:

• Assessing change readiness
• Helping diagnose the impact of change
• Helping employees shift attitudes and behaviors
• Working with line managers to develop a change management plan and sequence change initiatives
• Helping to keep change focused and on track
• Monitoring how well the change is being implemented.

In summary, Organizations experience 5 types of change:

1. Evolutionary Adaptation = incremental and slow
2. Developmental change =  an improvement on current ways of doing things
3. Transitional change = the creation and implementation of something completely new
4. Drastic action = change that is forced on the organization
5. TRANSFORMATIONAL CHANGE = change that requires the organization to completely change how it does business

Line managers and HR managers need to partner in planning ad leading organizational change activities
Line managers play a critical roles in designing the direction and scope of change. They ensure that change initiatives will address the competitive force driving change,
HR Managers help manage the cultural, behavioral and infrastructural issues that are important to successful change.