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What is Change Management?

Change management is basically about successfully guiding people through behavior change. It’s easy to get caught up in business jargon when we talk about organizational change (“We have this new tool and we need it to be successfully deployed by EOW to meet our Q4 OKRs!”), but The human factor is at the root of all change. If old habits become difficult, any change management strategy must fully account for those who will be affected by the update, or it will fail.

Why is the change management process important?

We’ve all seen the consequences of poorly managed change: low adoption, fear, anxiety, and falling back on old habits. After a series of unsuccessful changes, people eventually stop trusting that any change will be successful, then stop even trying to effect change – the point at which a business ceases to be competitive, and becomes stable. it happens. Having an effective change management process is risk-reducing and enables organizations to overcome this stagnation cycle completely.

The first step in a good change management process is knowing the reason behind the change, and then following it up with clear communication and an incentive to change. After all, one of the main ways management processes fail is not to buy-in, but it’s not the only one.

What are the five stages of change management?
To set your organization on the path of successful change (and reduce potential risks), there are five key steps to take.

Prepare for change
When we think of preparation, we think of logistics and solutions (which are important), but an underestimated aspect of the preparation process is looking at how change can be supported by behavior and culture. Is. Help employees and leadership understand where the problems lie before introducing a new solution; Proactively seek feedback on the current state of things and use it to inform how you communicate your upcoming change and identify who needs to be a stakeholder.

Create a change management plan and communicate strategy and vision
Now that you understand how to position your change for broader organizational buy-in, you’re ready to determine the scope, draw up a rollout plan, pull in the right stakeholders, and determine how you’ll measure success. It is also important that you share the reason behind the change as part of your buying process as you present the plan to the various constituencies within the company, and speak about how it will affect each one individually.

Implement organizational change
Next, get your project off the ground. Follow the action plan you set out, but be sure to ask for feedback at every step to see if you need to make adjustments. Not only can this reduce long-term failure, but it can also help maintain buy-in as employees address their needs and integrate as you hit milestones.

Integrate change within organizational culture and processes
You have completed the change rollout and everything is going well for about 6 weeks. How do you keep people from returning to old habits and undoing all of your team’s great work? Reinforce behavior change through encouragement, documentation, ongoing communication, and perhaps most important, modeling the ideal state visible by leadership.

Review change impact
It’s time to review the success of your transformation. Look back at the key performance indicators you assigned before the rollout (before/after snapshots are very helpful), and post to get an overall view of how the process went, and how “sticky” it has been – Run the mortem.

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