ORGANIZATIONS DO NOT CHANGE, PEOPLE DO.
When your organization undertakes projects or initiatives to improve performance, seize opportunities or address key issues, they often require changes; changes to processes, job roles, organizational structures and types and uses of technology. However, it is actually the employees of your organization who have to ultimately change how they do their jobs. If these individuals are unsuccessful in their personal transitions, if they don’t embrace and learn a new way of working, the initiative will fail. If employees embrace and adopt changes required by the initiative, it will deliver the expected results.
WHAT IS CHANGE MANAGEMENT?
Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.
While all changes are unique and all individuals are unique, decades of research shows there are actions we can take to influence people in their individual transitions. Change management provides a structured approach for supporting the individuals in your organization to move from their own current states to their own future states.
If your organization is to achieve its potential, you should consider the following:
- Determination– Is your business ready for change? Do your key stakeholders understand the objectives?
- Desire– Do you have the emotional commitment? Is the communication cascaded by the leadership effectively?
- Consent– Are the right people empowered and encouraged to drive the change? How do you successfully manage resistance?
- Presentation– Have your objectives been achieved? Is further coaching support required to embed the business change? How do you reinforce change and celebrate success?
We understand the importance of people, not just for the deployment, but in the ownership and adoption of change, allowing your organization to fulfill its potential, getting the most from both your people and technology.