Why is Change Management Critical to Success?

Written by Kat Lee

 

Change can be hard for an individual, especially if they have been in the habit of doing the same thing the same exact way for years.

Change at a team or organisational level can be even harder and often met with resistance from stakeholders. But strong stakeholder engagement and a good change management plan can not only help ease the transition but increase adoption of the change.

I’ve found that one of the most common reasons for resistance to change or poor adoption is that people don’t feel like they’ve had the opportunity to express their needs regarding the change. The very people affected by the change should be the ones consulted and engaged, not purely leadership.

The next most common reason for failed change adoption is a poor or lacking change management plan. A change management plan can be simple, but as the number of stakeholders affected by the change increases, so does the robustness of the plan.

If you are about to implement a major change across your team or organisation, it’s not a bad idea to start thinking about what is changing for your people earlier than later and talk to them about this. The first step is often documenting what ‘current state’ looks like for whatever business process or way of working is changing. This creates a clear picture and foundation to reference exactly what is changing.

As ‘future state’ develops, you can begin to map out the detail in how the change will affect someone’s day to day. Once ‘future state’ is finalised, documenting what this looks like in a process map or visual for comparison to ‘current state’ can help an individual envision their journey to transition from point A to point B.

Creating documentation, communications, and helpful guides is critical to supporting your team through a transition, but ample training and additional support may also be needed. More on training in my next blog post!