Introduction
There are two side of change, Technical and People. The technical side of change gets the solution ready for the business, the people side of change gets the business ready for the solution.
Using an ERP implementation as an example, you can have designed the best solution with the best consultants, but unless the business is ready to receive this solution, people will not adopt it and the project will fail.
McKinsey & Company tell us that 70% of change programs fail to achieve their goals largely due to resistance to change and lack of management support. Link to the article here – McKinsey & Company – Changing Change Management
Understanding the Basics of Change Management
Change management refers to the methodologies, tools, and techniques used to manage the people side of change to achieve a required business outcome. It ensures a smooth transition from the current state to a desired future state while minimising resistance and cost to the organisation. Effective change management involves a combination of strategic planning, clear communication, and stakeholder engagement.
Key Principles for Successful Change Management
Active Leadership
Leaders must be the champions of change, actively communicating the vision and engaging with the workforce.
Structured Process
A formal approach, typically comprising stages such as preparation, implementation, and reinforcement.
Effective Communication
Transparent, consistent, and timely information must be disseminated throughout the organisation.
Stakeholder Engagement
Identifying and involving all stakeholders to ensure their needs are met and their input is considered.
Customisation and Adaptability
Tailoring change initiatives to fit the unique culture, values, and needs of the organisation.
Role of Change Management in Organisational Growth
Change management fosters a culture of resilience and agility, ensuring that employees are ready to embrace change and contribute to the organisation’s success. By aligning people to a common goal you are able to drive growth by enabling companies to respond to market changes proactively, adopt technological advancements, staying competitive.
Conclusion
People don’t fear change, they fear uncertainty. If you want to implement and sustain a change in your organisation, start by focusing on people. You are going to have to work hard and methodically to change each individual person habit.