In recent years, many change management experts have focused on the softer aspects of transformation, such as culture, leadership and motivation. While these elements are essential for success, managing them alone is not enough to implement successful change projects. Soft factors do not directly influence the results of many change programs. For example, visionary leadership is often vital for transformation projects, but not always.
Communicating with employees is also a challenge when it comes to changing attitudes or relationships; they are deeply embedded in organizations and individuals. And while changes in culture or levels of motivation can be measured indirectly through surveys and interviews, it is difficult to obtain reliable data on weak factors. Change management helps ensure that employees are included in the process and understand what's happening. Employee engagement and collaboration are the main factors that contribute to successful organizations becoming more important during the implementation of change ~ Peter F Gallagher, world thought leader on change management.
The use of change management will depend on the specific situation and what is most likely to be successful in bringing about the change. Conducting a DICE evaluation encourages the success of the change by generating valuable debate among senior managers about the project's strategy. It also improves the effectiveness of change by allowing companies to manage large portfolios of projects. When a company undergoes downsizing or restructuring, change management is essential to minimize the negative impact on the organization.
Prosci's research on best practices in change management consistently shows that initiatives with excellent change management are six times more likely to meet objectives than those with poor change management. This can happen when employees don't feel that they are part of the change process or when they don't understand what's happening. You must modify your skills and the way you work, think and behave if you want to alter the organization. Finally, change management needs during implementation and monitoring of the transition to ensure that it is effective.
Managers must also ensure that they communicate with employees about changes and that they provide support in times of change. Organizational change management is the process of planning, implementing and monitoring changes in organizations. By understanding how change affects you and developing a solid change management plan, you can make changes that benefit the organization and its employees. That sounds reasonable, but effective status quo managers aren't necessarily good at changing organizations.
There were many moments during the process when the inertia of the organization threatened to derail efforts for change. In all these changes, people are the common denominator for achieving the expected results, so change management is necessary.
