Month: January 2018

It’s no secret that business environments are continuously changing and require organizations to adapt. Growing factors including digitization and globalization are significant cause for change. Despite this truth, many organizations are unsure of how to implement change management. The key reasons can include:

• Lack of awareness or knowledge
• Failure to appreciate its importance or value
• Fear of its perceived complexity

Regardless of the reasons, organizations can apply some key change management practices by asking the right questions.

The focus of change management is to make sure people think and behave differently on a consistent basis. It facilitates this by ensuring that people who are impacted by the change are:
(1) aware of the business reasons for the change
(2) have a desire to make required changes
(3) know what is expected of them
(4) are equipped to think and act differently
(5) are incentivized to champion new ways of thinking and acting

According to Prosci, effective change management:

(1) raises the possibility of a project meeting its objectives from 16% to 95%
(2) raises the chances of bringing a project in on-time from 16% to 71%
(3) increases the chances of on-budget performance from 51% to 82%.

Generally speaking, many organizations recognize the value of change management, but do remain wary. This reservation is demonstrated in statements such as:

• “It’s too academic.” or “I need something practical.”
• “What does it mean?” or “How do I know it worked?”
• “What does it entail?” or “How do I do it?”
• “Isn’t it just training?” or “Good communication will address it.”

The good news is that there are simple, yet effective ways to turn wariness into readiness! It starts with, “asking the right questions” and using the answers to identify the activities necessary to support your change management objectives.

Organizations can practice change management basics by asking a few simple questions. The best questions are open-ended because they generate rich responses from which a great deal of critical information can be derived. Capturing and organizing the answers to the questions as early as possible ensures that organizations have a clear and up front view of what needs to be done to successfully anticipate, deliver and sustain change.

Validating the answers with a representative of every impacted stakeholder further ensures that every aspect of an organization is considered. Perhaps most importantly, it ensures there is consensus on the plan of action, such that the effort is integrated and holistic by nature and design. This level of detail helps create the roadmap of the essential change management tactics, which include communications, training and planning activities. These activities are fundamental to preparing people for and supporting them through change.

Every organization experiences some degree of change, but how an organization handles change can vary. Some may take a relaxed view, while others take a more formal approach. In either case, organizations who recognize the need for change management and seek change management experts will be stronger and better prepared any change.