What is change management and why is it so important?
Most organisations know when it’s time for a change and most who have been through a transformation, know that it doesn’t happen without an obstacle or few. According to Forbes, while some people embrace change, 62% of people don’t like to leave their comfort zone, and have a negative emotional response to it.
The truth is that it feels safer and easier to stay the same, to stand still, but doing so could compromise growth. It could even leave a company behind while competitors adapt and prosper, much like Blockbuster was driven to failure when they didn’t change with the times.
So, how do you ensure positive and effective change? Change management. However, over the many years I’ve specialised in consulting on change, I've found there is often a misunderstanding around what it actually is.
What is Change Management?
Change is complex; Change management provides a framework for assessing and managing the impact large-scale transformation often has on an organisation. With a strong framework in place and early involvement, it’s possible to navigate even the most extensive changes, as well as manage the ripples that take effect throughout an organisation with each stage.
Good change management will optimise transformation by:
Transitioning people within the company at every level; helping them to adapt
Onboarding new leadership and coaching existing leaders to support their team’s adaption
Working with the adjustments within company culture to ensure teams thrive
Implementing new technology for productivity, efficiency and growth
Being practical and preparing a plan for change, what it means and how it will happen
Training new and current employees on specific changes within the organisation
Empowering employees to own aspects of the change that they can influence for success
It's also strong stakeholder engagement, influencing, negotiation and thinking strategically, so you can translate what an organisation wants versus what they need.
Why is Change Management Important?
Change management is important because change can be risky. In fact, research shows that 70% of organisational-change initiatives fail. So, what can change management do for an organisation to ensure transformational success?
Enact People-First Change
Real lasting and successful change starts with people, which is why I use a human-centred, people-first approach to increase the prospect of a smooth, positive and cost-effective transformation. Putting people at the heart of change helps to build a culture, mission and community that’s unified in its purpose.
Inspire Compassionate Engagement
When employees are informed about change; when they feel included and there’s a sense of empathy, it promotes camaraderie helping people to navigate that ‘shifting sands’ feeling. Resistance happens for a number of a reasons, but not enough or a lack of communication and building team connection comes out on top every time I carry out analysis on why there are roadblocks. It’s also about actively listening, encouraging teams to be brave and curious, and being accessible as a leader. When any of us have a conversation, we come away wanting to feel understood, not just heard. Communication helps to drive togetherness and togetherness can drive adoption.
Develop an Effective Plan
This is the practical side of change. A change specialist can help develop an effective plan that reduces time and cost to a transformation by assessing the impact the change will have on people; what measures need to be put in place to minimise risk and lay the foundations to embed the change as it progresses.
Maintain Equilibrium
Implementing a plan helps leaders prepare for blockers and understand where the resistance points are (and to mitigate these). It’s a fine line between rolling out change and trying to maintain a sense of balance so teams feel inspired, confident and are able to continue working with minimal disruption. Planning ahead, preparing teams and equipping them with the right tools to embrace the change is key to transformation success.
Ensure Long-Term Success
Reinforcing the ‘why?’, continuous evaluation, partnering with teams impacted by the change, training, celebrating success – these all help to ensure the change is being embedded and the desired outcomes are being met. Don’t forget to be human and to lead with integrity. Transformation all too frequently focuses on deliverables, targets and functionality. All important factors, but people are not a process. Working with and involving teams will help to ensure the change is successful and goes toward retaining talent, if they are able to see how they play a part in a new and ever-evolving landscape.