Every day, change takes place within an organization. Companies bring about change every day through new initiatives and projects. This can be for a variety reasons, including to improve performance, increase profits or enhance competitive advantage. Changes that impact people will occur when a project is undertaken to implement a new technology or re-engineer an existing process. The change will not be fully implemented unless people take ownership of it and use it as intended.
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Table of Contents
What is Change Management?
Management of Change: The Challenges
How to implement a Change Management plan
How to Facilitate Project Change
How to Facilitate Organizational Transformation
Embracing Change As a New Normal
What is Change Management?
Change management is the art of helping people change from their current situation to a better future. It involves people, processes, tools, and tools to manage the changes in projects and initiatives so that organizations can achieve their strategic goals. Projects are supported by change management, which helps teams adapt to new processes.
A company can initiate a project that will result in new business processes and a change in the way people work. Change leaders can manage change quickly to address resistance and reduce performance impacts.
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Management of Change: The Challenges
A new initiative or project can have a significant impact on how people do their jobs every day. The new project can bring about change in processes, systems and tools, job roles, workflows and mindsets, as well as the way people behave. Common reasons people resist change are: Fear of the unknown is one reason. Another is the uncertainty of learning again.
Other challenges include complacency, insufficient training, and lack of support from stakeholders. A newer challenge is 2021. As employees deal with uncertainty from recent events regarding the economy, job security and health, the amount of change they can absorb before becoming fatigued has been reduced significantly. Individual change is essential for organizational change to occur. This is what change leaders know.
The amount of change an average employee can absorb before becoming fatigued has been significantly reduced.
Change management is not like project management. It does not require formal technical processes. However, change management can use structured approaches that include useful knowledge, processes, tools, and other resources. These approaches, when used correctly, will increase the chances for successful adoption and deep placing of change that has an impact on people, processes, organisations, and culture.
The successful implementation of the project is only possible when the people involved are conscientious in delivering change.
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How to implement a Change Management plan
High-level organizational changes are often a failure in strategic business initiatives. This is because employees don’t understand the process or lack the knowledge to make the change.
The ADKAR model of individual change management can be used to provide a framework for a person’s transition and to address any obstacles along the way. ADKAR identifies the five components of individual change as awareness. Knowledge, desire, ability, reinforcements, and knowledge. The model provides a list with questions that ADKAR addresses to help employees make the changes and move from their current state into their future.
These are the key actions that will ensure that an individual’s change is accepted:
Equip leaders with the right tools and strategies
Give employees the information, motivation, skills, and abilities they need to make organizational changes.
The goals and outcomes of a successful transformation are summarized below
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