Intro to change management fundamentals

change-management-fundamentals

This article from the series of the dedicated change management articles will serve as introduction to the subject and the service we offer – Change Management Consultancy and Planning.

The idea is to bring you the importance of change as a concept that is inevitable to individuals alone to businesses or organizations. Change helped us to advance as human beings and as society, so we can freely say that it is stored deeply in the code of our DNA. That’s why we grow, prosper and leave legacies behind us. Just for a moment think about all those bright minds like Nikola Tesla, Albert Einstein and many others who changed society and the way we are living today.

Many people like change, while on the other side many are afraid to take a step forward and change something in their comfort zones. Want it or not, change is coming on its own caused by some crisis, changing of laws, some disaster, declining of the economy etc., and as you can see the lines between personal and business change are blurry.

If we can only free our minds from the negative impacts which a change can bring us, then we can see hidden opportunities, something more valuable and better than our present assets or state. There are no doubts that we all have experienced some bad change where everything went wrong.

You’ve all witnessed a change in the companies you’ve worked for, and you will experience change in the companies where you will work in the future. You’ll find (or you’ve already found) that only one thing matters, and that is how change is managed.

Studies have showed that from 50 to 83% of the companies failed in some area and received a negative return from changing the way they operate (either that was merging, adopting new technology etc.).

Why they failed?

At the heart of any successful change, whether transactional or transformational, how you lead the change effort will largely determine whether your change will be successful.

Up to this point we have talked about change as an ethereal concept.

Most often this change is something that happens to cause angst for people. As we discussed earlier, change can be born out of a struggle or change can be part of the natural evolution that we call progress.

Change management is more than just training and improving communicational skills, but rather it is systematical approach and a process in which an organization or departments within an organization are brought from one state to another successive state.

When we are approaching organizational changing, first we are helping the individuals starting from the top to develop the mindset and start a personal transition in the context of technology and processes which define the organization’s culture.

Change management cannot be executed by forcing people, but rather preparing them to raise their awareness and understand the impact of the change while using the right set of tools and actions to accomplish the execution of change. Summing up all of the above mentioned, change management is building awareness, expanding knowledge, adoption and commitment.

The process that we follow to manage change depends on the impact of the change and should be scaled accordingly. There are various methodologies, but through our experience we developed a unique approach as a set of the best practices. Visit change management consultancy and planning on our website to see in greater detail our 5 step approach:

1. Analysis;

2. Strategy;

3. Information Exchange Agreement and Standard Procedures;

4. Broad Articulation of Failed Change Management and its Domino Effect;

5. Realization of ROI.

Our approach allows us to measure the dimensions of every change very accurately and precisely. We can determine the impact, the changes to how people work and any criticalities.

Our experience also showed that depending on the organization, we have different types of change:

Transformational – affects a large number of people across the organization where the change is critical and fundamentally affects how people do their everyday job.

Operational – not as wide-spread as a transformational change, but does affect how people do their jobs. Reworking the processes is crucial.

Transactional – limited to a single department with a small number of users.

It is imperative for an organization to maintain the ability to adapt and change in order to foster future growth. This is evident in smaller organizations that have significantly fewer systems and processes in place. Smaller firms have far fewer embedded systems and processes which restrict decision making and the ability to execute.

In the next articles we’ll cover the benefits to executing successful change management strategies, why change management matters, and the typical emotional responses to change.