Any process of change is only possible through people. Therefore, during this process, everyone involved must be aware of what will actually be done, as well as the extent of their responsibility, and the entire process must be implemented, in fact, through open, free and transparent communication.

Conflicts are inevitable, and all resistance created must be overcome. There is a need for transparency, to be accessible, to remember that people like to be petted, that they also have egos, but that there is no need to pat them on the head. Simply telling the truth and letting them know the risks can be a good alternative.

In the process of change, it is important to have a 'leader', someone responsible for managing and driving the change, ensuring that things are done within the stipulated deadlines, that commitments are met and, in addition, that they drive the internal transformation process so that everyone involved understands and feels effectively in charge of this change. It also means making every possible effort to make the change happen effective.

Much of the 'manager's' time should be spent talking to the people involved about the need for change. He or she should explain what needs to be changed and what each person should do to collaborate in the process. In addition, he or she should show that individual and professional growth are closely related to the ability to adapt to the new and, most importantly, to make them feel like "agents" of change.

It is important to keep in mind that change management is a multidisciplinary action, which must involve all aspects of a company so that procedures can be implemented, new alternatives can be adopted and, most importantly, people's resistance to change, which requires special attention and, if not approached appropriately, can compromise the entire process.

Change is not achieved by simply introducing new elements, such as processes and technologies. The central focus of change needs to be people. Otherwise, it will not happen.

Text: Andre Silveira