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Change Management
In the past, change management was often thought of as being just the soft, fluffy stuff that people in HR do. However, over the last decade change management has emerged as a structured discipline that business leaders are seeing as a ‘must have’.
Research consistently shows that when projects fail, it is more often from lack of effective change management than any other single reason. However, many organisations do not have a solid understanding of what change management is - and how to implement it.
Change management is the effective management of a business change so that executives, managers and employees work collectively to successfully implement the changes and achieve the business outcomes.
The key to effectively managing change is to develop two distinct components:
- An organisational change methodology
- A defined change competency
Methodology + Competency = Effective Change Management
Methodology
MODAL recommend Prosci's organisational change management methodology. Refined from 5 best practice studies, this process is built in steps and includes assessments and templates to enable effective implementation. This methodology is built on the simple ADKAR framework which helps everyone understand the process of change.
Phase 1 - Preparing for change
The first phase is aimed at getting ready. It answers the question: "how much change management is needed for this specific project?" The first phase provides the situational awareness that is critical for effective change management. This includes:
- Change characteristics profile & organisational attributes profile
- Change management strategy & team structure
- Sponsor assessment, structure and roles
Phase 2 - Managing change
The second phase is focused on creating and implementing the plans that are aligned with project activities – this is the typical focus for change management. There are five key plans that help individuals transition through change. These are:
- Communication plan
- Sponsor roadmap
- Training plan
- Coaching plan
- Resistance management plan
Phase 3 - Reinforcing change
Equally critical but most often overlooked, the third phase of Prosci's process helps you create specific action plans for ensuring that the change is sustained. Here you develop measures and mechanisms to assess traction, fix gaps and promote success. This involves:
- Reinforcement mechanisms
- Compliance audit reports
- Corrective action plans
- Individual and group recognition approaches
Competency
The other part of the equation is building change management competency within your organisation. This is where change comes alive and moves beyond a specialist area for a few people and into a leadership competence for executives, managers, supervisors and project team members. The following development programs are aligned to build change management competency right across your organisation.
Change Management for Change Agents
- Create, customise and scale a change management strategy and plan for a project.
- Learn to coach others to effectively manage the people side of change.
Change Management for Sponsors
- Learn the critical connection between change management and business results.
- Understand the role of effective executive sponsorship and building support among key business leaders.
- Strategically position projects for success.
Change Management for Managers
- Learn to use the ADKAR Model to coach individual employees through change.
- Identify and apply tactics for managing resistance.
- Understand how to respond to change, both at a personal level and as a coach of others
Talk to MODAL today about deploying change management within your organisation.