Change Management

Embracing change brings success.

Change in organizations is more present than ever. 96% of companies are in the midst of organizational transformations and the pace of change is accelerating. Some organizations are trying to catch up to their competition, others are trying to stay up to date with technological advances and innovations. Yet in an environment that seems to constantly require change, projects that follow moving in this direction have a failure rate of 70%.

Why do so many change programs fail? 

Humans are creatures of habit and routine. Change in any form within an organization have a direct or indirect effect on the employees, which can cause resistance to change if not handled properly. The unknown can be scary. Employees wonder how it will affect them and what will be different. Why is the change necessary when I am doing well in my current situation? What will change in my day-to-day work life? Will I be able to adjust quickly? What if I do not like it? Will I lose my job because of the change? All of those uncertainties and questions can cause anxiety and even resistance to accepting the change. Without employee buy-in though, the implementation of change is set up for failure. 

Additionally, the change barely happens in isolation, meaning it has an impact on the organization as a whole. This can cause friction because objectives may not align between different departments who might not be fond of the implemented change. You can often see this between the IT department and other business units of an organization. To find success following implemented changes, it's important for departments to work as an aligned team that supports one another.

Change needs commitment, effort, and an open mind to new situations. Younger generations look at change as a new opportunity and can often manage change better than peers who are more tenured in the work pleace and may be more reluctant to give up their familiar way of doing things. 

Having proactive awareness to potential conflicts that may cause resistance to change should be included in the company communication strategy to successfully get everyone on board.

How to help a project implementation to succeed?

Implementing change is a project within itself and needs extensive planning before starting. Before planning each step of the change implementation though, it is necessary to understand the impact it has on the whole organization and each department. To successfully promote the benefits of the change to the employees, it is important to find out what the benefits are, how it will impact people positively, how will it affect the way people work, and what is needed for a successful implementation. 

After knowing the (positive) effects of the change on the organization and individuals, the change management team should begin their communication. It is important to be very clear in the language chosen to communicate to the employees to avoid any type of confusion. Over-communication is better than not communicating enough and risking the commitment of the affected individuals.  

A very important factor, that will help to successfully implement change, is the support from upper level management. When the upper level management shows their involvement and supports the change by embracing the implementation, showing their commitment, and providing every resource necessary, the whole organization will sense the importance.  

Implementing change is not an easy task and needs commitment and support from everyone involved. When everyone is committed though, it can be done, and the benefits will positively aid the business objectives.

Embracing change brings success.

Our Change Management expertise will help to prevent an implementation failure by equipping organizations with the know-how, tools, and strategies to harness the power of your people. 

Services we offer to help with a successful change implementation:

  • Mobilize active and visible executive sponsorship.
  • Establish a Change Management Office (CMO) with dedicated change management resources.
  • Apply a structured change management approach.
  • Develop a communication strategy and execution plan.
  • Engage with and support middle managers and front-line employees.
  • Upskill Executives, Middle Managers & Change Ambassadors.
  • Integrate Change Management with Project Management.
  • Create and anchor agile change processes, technologies, and mindsets.

Thereby removing barriers and accelerating transformations to meet and exceed business objectives.

Get in contact with our expert!

Bart Porthun

Senior Business Consultant