The face of Change Management
All organizations undertake change initiatives to improve operations and maintain competitiveness. Major strategic or technichal changes are often implemented through project management activities, however, this is only one aspect. To achieve lasting success, it is essential to engage individuals in the process and Change Management as its the vehicle for humans to embrace to new way of working.
People drive change
Organizations are built, operated, and managed by people who work towards shared objectives outlined in a mission statement. Therefore, understanding how individuals within an organization act, engage, and contribute to these objectives is critical—especially when implementing change management strategies. Employees must comprehend their roles in facilitating and contributing to the desired change. To ensure effective participation, key principles must be established and clearly communicated.
Research indicates that organizational change is more likely to succeed if 80% of project participants achieve their objectives. While this may seem straightforward, it requires proper insights and structured guidance to implement effectively.
A useful model
The Prosci ADKAR model outlines fundamental principles for successful change management. This model emphasizes preparing both the organization and its individuals for change, ensuring employees successfully adapt. The core objective of ADKAR is to transition individuals from the current state to a desired future state through structured support. The model is based on 20 years of reseach and change management insight.
Change principle
Change journeys always begin with a rationale—the Reason for change. Employees need to understand why change is necessary, often through discussions that foster clarity and engagement. By comprehending the reason for change and navigating the transition phase effectively, organizations can successfully reach their desired future state. Since organizations are composed of people, discussions about Individual Change are also necessary, as employee must acquire new skills, adapt to new processes, and integrate changes into their daily responsibilities.
The degree of adaptation by employees is crucial during the transition phase. For example, an organization may invest in a state-of-the-art system, but if employees do not adopt, learn, and utilize the new technology, the change management initiative will fail to achieve its objectives.
To mitigate challenges, change management requires an Enabling Framework to address potential organizational shortcomings and employee resistance. This framework consists of methodologies and techniques that support individuals in adopting new values, skills, and behaviors. Additionally, it provides senior management with strategies for effective communication and overcoming resistance to change, regardless of the cause.
The Prosci methodology is an easy to use model that distinguishes between Project Management (which focuses on technical solution implementation) and Change Management (which focuses on people adaptation). A successful change or transition program incorporates both technical and human elements. The latter is often overlooked, but it is the key to ensuring a successful and sustainable change journey.