We’ve discussed Change Management before along with the various aspects that should not be underestimated when undertaking it. In today’s post, we will relook Change Management through the lenses of WNDYR’s Thinking Framework. We’ll also explore how those implementing Change Management efforts may need to factor in the effects of their efforts on leadership, processes, systems and individual employees.
Let’s get started!
A quick recap – what is Change Management?
Change Management is a systematic approach to dealing with the transition or transformation of an organization’s goals, processes or technologies. It prepares, equips and supports individuals to successfully adopt change in order to drive organizational success and outcomes.
In other words, the purpose of Change Management is to implement strategies for effecting change, controlling change and helping people to adapt to change. If employees do not adopt the change, it is likely that the implementation of new systems will have little success.
Change Management and Leadership
Change, in general, is demanding. With that said, any change effort or shift in strategy that appears unstable or poorly thought-out is especially likely to incur significant resistance from employees. Even more damagingly, it’s also likely to taint the reputations of their leaders which affects organisational health in the long run.
As a leader of a company or team that this going through a Change Management process, it is vital to be able to sufficiently answer the question, “What’s the rationale behind why we need to change?”
While it appears to be a simple enough question to answer, many leaders struggle and get stuck. Unfortunately, doing so leads means many of their teammates won’t comprehend the rationale behind their leaders’ Change Management efforts – or their strategies in general.
Fundamentally, clarity is key – leaders are required to unpack the rationale of why his change is happening along with the reasons why employees need to participate. More so, leaders have to be clear concerning the why while giving employees a clear view of the rationale behind their decisions. Clarity is key – leaders are required to unpack why change is happening along with the reasons why employees need to participate.
The Process of Change
Processes and systems are overwhelmingly affected by Change Management efforts. Although it may seem daunting, plotting out the process of the change to come is a crucial factor in whether adoption of the new systems is successful or not.
Having your approach clearly laid and planned out allows you to measure:
- how well your processes allow for planning and testing change,
- how well your team is communicating around change,
- how effective your system is in scheduling and implementing change efforts,
- the efficiency of your process for documenting change, and
- the success of evaluating its effects.
These processes will provide insights into what efforts are effective by being measurable. Critically, it also reveals what might be lacking while providing clear avenues for individuals to provide feedback and raise concerns.
Individual Change Management
Last, but not least is the Individual component of our Thinking Framework.
Considering Change Management from an Individual lens revolves around understanding the ways people generally experience change and the strategies they employ to adapt to these changes successfully. Unless proactive support and guidance are provided through the changes the projects bring, embracing change is left to chance.
Additionally, having knowledge of what helps people make successful transitions is paramount.
Drawing on disciplines like psychology, for example, offers insights and frameworks from which teams can apply action to drive individual change.
Essentially, Change Management removes the chance from change by providing employees with the preparation, support and skills they need to succeed in change.
However, it’s up to the individuals themselves to take responsibility for their attitude towards change, ensure they complete the tasks assigned by their Change Management consultant and to recognise when they need to speak up and ask for help.
A new perspective
Change Management is an essential approach for any organization to utilize as they set off on their digital transformation journey.
Although not always easy, this process is made easier by unpacking Change Management efforts through the lenses of WNDYR’s Thinking Framework. By assessing the individual, leadership and processes and systems lenses, teams can ensure that all aspects of change can be identified and addressed successfully.