The change management process is what every organization needs to give its attention to. While most organizations consider it the softer side, something like a piece of cake, it is a lot harder and challenging. It has the potential to shape or ruin your organization.
In cases of mergers or acquisitions, if we take examples, we find that there is a lot of change that occurs. There is a technical side to see, financial issues are taken care of, and development to happen so that businesses can be effectively integrated. Different people in the team will have to adapt to the change in various ways and upgrade their behavior and work style accordingly, and this is where the change management process takes a strong foothold
Given below is all about how change management affects your organization.
The change management process
Change management is all about what change goes on the side of the people. It is almost fruitless an attempt when you establish a brand new organization, work process, or try putting into force newer technologies if you do not give a thought about people.
A lot of the output at any turn would solely be dependent on how the folks in the organization adapt to it.
Change management is all the tools and resources that you require to manage the backbone of an organization; that is, the people. Systematic management of the employee engagement when the company adopts change to manage the new working is the crux. The utilization of change in everyday working mechanisms is of utmost importance.
Change management is both a methodology and a proficiency skill.
If we consider a specific project or undertaking, it is the several steps that define the change management process. To get along with moving change, a set of strategy and focused plan work is important.
If you look at Prosci’s methodology based on his research, you will find three major phases:
- Getting pumped up for a change ( a thorough reading of our readiness helps make or formulate plans)
- The management work for change ( in which we see that five change plans bring together the project plan)
- The change reinforcement (in which the team makes efforts to solidify the change by various mechanisms and auditing)
Competency in Change Management
A good leader can, through his efficient leadership, make his team cut through the rough bushes of the change. Leadership is a universal notion that harbors the idea of something to look up to. Still, if you delve deeper, you will also find that all individuals are also equally responsible through their will for this smooth change. A lot of leaders, experienced in leading their organization towards a bright future, do so while adapting to change. Their journey serves as a model for the juniors.
Most often, it is seen that whichever organizations have individuals from the rank of a leader to the lowest staff adapting to every kind of change at ease and with skill in unity, is the organization that is less prone to any damage through this challenging process.
Change management is a process engrained with adapting comprehensive tools to help individuals run the race to success for the organization. It is not just about communicating skills or management of opposition.
Why is it so important?
There are several intentions behind employing good change management in all kinds of big and small efforts that one makes. The three major reasons to use change management go as follows:
1. Every individual shoulder the responsibility of an entire organizational change.
Not only the organization changes, the people who constitute it change as well. If each person is not able to deliver his regular efforts, the entire organization will not be able to make good yield. System integration, data integration, financial structuring, and location changes are nothing without individual change. Every other person in the company should uniquely do their shares of work.
2. If the company undertakes a poor change management scheme, it will prove to be very costly.
Many effects can occur if the company turns a blind eye to the people change:
- Managers give up to invest time or implement needed for change.
- The major stakeholders will refuse for meetings.
- The productivity capacity affects negatively for a long time than it would usually happen.
- · The supply chain also gets damaged since the suppliers will be the negative implications that happen by the change.
- Customers also happen to witness the change, which otherwise should not be visible to them.
- The employees, too, get disheartened when divisions based on position occur.
- There is a visible strain, weariness, and confusion in the organization.
- The employees who are like assets decide to leave the organization owing to all of this.
So many plans, deadlines, and budgetary problems arise, and it is often difficult to get back to the straight line. In the long duration, we see that the organization gets distressed even after great capital and time investment.
Thus, the side of people changing is necessary.
3. A brilliant change management scheme means total success.
There is a lot of researched data, that shows that a successful organization that meets its objectives. A good data correlation is evident in Prosci’s longitudinal benchmarking. The data confirms that about 96% of the organizations under study with brilliant change management bore good fruits while only 16% with poor management bore fruits (data from 2013 benchmarking study).
Projects with a good change management scheme are six times more likely to bear a good result than poor change management. This research shows a direct relationship between good change management and remaining in budget and on the right track.
Implementation of change management
This implementation occurs in two ways- an individual or organizational change.
It is all about how people see change. According to Prosci’s ADKAR model, we can say change is successful if a person has:
- Required awareness.
- Want to take part in and lend a helping hand towards change
- Possession of necessary abilities to implement skills
- Support to keep up with the new state of flux
- The desirable knowledge to row the boat through the river of change.
The singular efforts of the individuals are strongly clubbed into a collective effort by the organization for support. Organizational change is all about reinforcing awareness, knowledge, skill work, abilities in the entire team. According to Prosci’s research, utilization and strategy development are the needs to support these five plan targets readily:
- Plan of communication.
- A careful sponsor roadmap.
- Plan for coaching.
- A management plan for resistance
- A plan for thorough training.
Every single of the above plans has an ADKAR element embedded in its focus.
Change management roles and their importance
Change management channels to make good strategies and plan frame for a project. We see that mostly the work regarding change management gets done by experienced leaders, seniors, supervisors, or project managers in the organization. The research data shows that in changing times, the employers prefer messages regarding change by two kinds of senders-
- A person who is at the apex of the organization
- The person, the employees, report to
The practitioners of change management are the people who enable these roles that the employees come face to face with.
It is the hard work and effective planning of these senior managers as symbols of change that make the organization realize its success or failure regarding projects or deals.
So what does it take to turn yourself into an effective senior leader who can shoulder the gravity of the office of change?
Well, you can surely start by applying change management in your small projects and practices and giving minute attention to competencies for such a change. It will be a good first step.
The side of people for bringing about change is fragile and essential in a way that it can bring down the reputation of the entire company, it is tough to bring about such change. Investing your time, capital, and resources to actualize this change management step effectively can do wonders for you, and your efforts would come out with flying colors. Poorly managed change is a bane that leads to wastage of your resources and time, and most of all, brilliant workforce of your company.