Thursday 31 October 2019

Overcoming Implementation Failure through Change Management

 Implementation changes in software, workflow, and process can be very challenging. One of the biggest hurdles is overcoming the resistance to change.

Resistance to change is perfectly natural, we typically do not like to change the processes we are comfortable with, even if we know they can be improved and, in some cases, actually detrimental to our success.

As human beings, we are typically reluctant to step out of our comfort zones. However, it is only when we do step out of our comfort zone that we have the opportunity to grow and develop.

As a result, managing the process of change is as important as strategically planning the actual change.

Here are my tips on change management.

Change Management
Managing change is the only way to successfully implement change.
Change Management requires an understanding of the process involved with change, the expectations, solutions, impacts, and consequences.

Change Initiative
  • Identify an opportunity
  • Define the scope and objectives
  • Design the solution
  • Develop the process
  • Implement the solution

Change is often a complex and difficult process that requires the knowledge and understanding of how to successfully implement change to the staff. By diagnosing employee’s resistance to change and developing an outline of a communication strategy that minimizes disruption encourages personal development and maximizes employee retention.

Leading successful change requires new ways of thinking and unique tools and skills. Using the ADKAR method of Awareness, Desire, Knowledge, Ability, and Reinforcement we can manage the change process.
Managing Change. Image courtesy of Prosci Inc.

The ADKAR method outlines each step of the framework for change:
·     Awareness of the need to change Desire to participate and support change Knowledge of how to change Ability to implement changes to day to day operation Reinforcement to maintain change.

The ADKAR model is useful for:
  • Diagnoses of employee resistance to change
  • Assisting employees to transition through the change process
  • Creating a successful action plan does both personal and professional advancement
  • Development of a change management plan for employees

Overcoming Failure
Employees are often resistant to change not because they are opposed to a new method or process but because no one has made a compelling case for the need for change and provided them with a safe environment to undertake change.

Effective communication from the top down is crucial to successful change, staff needs permission and clear direction for change to be successful.

Providing on-demand support and regularly scheduled “check in’s” instill a level of confidence in the staff to continue the implementation process while providing the confidence to overcome any perceived issues.


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