Imagine spending countless hours on developing a new technical solution for your organization and having your team reject it. How can you be sure that doesn’t happen to you?
Change management, known as the human element of incorporating a change, is a structured approach to proactively anticipating the human behavioral, emotional, political and physical aspects of implementing a desired change; then strategically addressing those factors to most effectively achieve desired outcomes. It is a process that moves a group of people from Point A to Point B, helping to change mindsets and behaviors in a healthy way.
Change within an organization typically happens because of a new process, product or service announcement, a restructuring, or a technology change. Successful organizational change occurs as a process, a journey through several phases—not as a transactional event. There’s no “one-size-fits-all” answer for driving change, but there is a structured process organizations can follow to determine the best approach for their own initiatives.
Emotions play a critical role in change
When our team begins a new project, we talk to various user communities and we actively listen for people’s emotions. This approach helps us determine the motivating factors that impact the various mindsets. There is a delicate balance when motivating team members to learn a new skill set and begin performing job functions they haven’t utilized before. Change management is not about smiling all the time; it’s about anticipating what is on people’s minds so that we can help them move through various emotional stages. Beginning with awareness, moving all the way through to acceptance, proficiency and engagement. We focus on the people, process and systems and the interactions between them.
Investment in people
Did you know one of the biggest barriers when it comes to project success are people factors? An important element our team finds when going into a new implementation is that many of the obstacles have to do with people’s mindsets, attitudes, senior management support, workload and workplace culture.
We know that when our users are invested in the new solution we’ll have a successful project! Because a system change can be a big “shift” a smart change management strategy plays a crucial role. When management focuses on strong sponsorship, communicating effectively and, involves user communities, their projects are destined for success.
Our strategy involves engaging users “early and often” in decision making and helping to make the change fun. It is so much easier to do it right the right the first time! This chart gives you a quick visual overview taken from two surveys conducted by IBM and Prosci, in their study entitled ‘Making Change Work’. The ValuePath model we’ve developed begins with Analysis and Design, and ends with reinforcement including on-going strategic communication throughout the process.
Invested User = Project Success = Our Success!
At Vertiba, we use an approach that minimizes fear, piques interest and organically generates excitement to maximize performance and delight our customers. Our team makes it a priority to listen intently and respond quickly to our user communities.
Take a look at this easy infographic that will provide you with essential steps for timing and project flow.
Overall, change management is about building awareness and a desire for a successful outcomes. At Vertiba our change management focus is to be strong advocates of the user communities we serve. Why? Because we know that engaged and invested user communities are responsible for our successful outcomes.