Change is a complex process that requires careful planning and execution. In Prosci's ADKAR model, the five basic components for successful change are awareness, desire, knowledge, capacity and reinforcement. These five levers are essential for people to progress through the ADKAR model and process. In addition to the ADKAR model, there are five pillars of sustainable change that play an important role in making change successful in any organization.
These pillars are leadership, strategy, culture, structure and systems. Together, these five pillars can help companies move towards successful change. Organizations often struggle with change, especially in the public sector. To ensure a smooth and successful implementation and management of changes in the ERP, it is essential to prepare an organization and its staff.
This should begin with the development of purpose-oriented communication and change management strategies long before the implementation of the software takes place. Leadership is key to successful change. It is important to involve all stakeholders in the process and ensure that everyone is aware of the changes that are being made. A designated sponsor or steering committee should be created to clarify who is responsible for making decisions and leading the change. Managers should also help staff imagine the future state by providing data-based decision-making which allows leaders to take timely corrective action and improve processes. Clear goals need to be set and everyone must accept the change for it to be successful.
It is also important to conduct an audit approximately one year after implementation to assess additional aspects that may need to be addressed, including additional training needs. Starting with the implementation, management should routinely ask employees for feedback on how their teams are using the new system, including how additional efficiencies could be achieved. In addition, Prosci's comparative studies on best practices in change management consistently show that projects that implement effective change management are six times more likely to meet project objectives. Focusing on the customer also requires a strong and strategic approach to managing organizational change, based on proven best practices and the agility needed to support the continuous improvement of the customer experience. The work of managing change in the ERP never really ends. To ensure a successful transition, organizations must focus on all five pillars of successful change management: leadership, strategy, culture, structure and systems.
Leadership is key in driving successful change initiatives. A designated sponsor or steering committee should be created to clarify who is responsible for making decisions and leading the change. Strategy plays an important role in making sure that changes are implemented effectively. Clear goals need to be set and everyone must accept the change for it to be successful. It is also important to conduct an audit approximately one year after implementation to assess additional aspects that may need to be addressed, including additional training needs. Culture is also essential for successful change management.
Organizations must create a culture where employees feel comfortable with change and understand its importance. This can be done by providing data-based decision-making which allows leaders to take timely corrective action and improve processes. Structure is also important when it comes to managing organizational changes. Companies must have a clear structure in place so that everyone knows who is responsible for what tasks and how they should be completed. Finally, systems play an important role in ensuring successful ERP implementations. Starting with the implementation, management should routinely ask employees for feedback on how their teams are using the new system, including how additional efficiencies could be achieved. The work of managing change in the ERP never really ends.
Follow these steps on an ongoing basis to ensure that your ERP implementation takes root and achieves the successes you set out to achieve.
