Organizational change management (OCM) is essential for any organization that is embarking on a major change such as a digital transformation. It focuses on the people side of change and helps ensure that planned changes are successfully implemented in an organization. Using a structured approach to change management helps minimize disruption and resistance, making it easier for individuals, teams, and organizations to adopt new processes and systems.
Elantis’ change management experts utilize Prosci’s widely recognized ADKAR model to guide clients through change, focusing on Awareness, Desire, Knowledge, Ability, and Reinforcement. This is a proven methodology for managing organizational change and is well suited to support IT projects. Prosci’s best practices include identifying the scope of the change, assessing impact and risk levels, planning how best to execute the change, communicating it effectively to stakeholders, developing engagement plans with those impacted by the change, and providing support during implementation. Effective OCM also requires monitoring progress throughout execution and setting expectations for adoption once complete.
Following these best practices when implementing any type of organizational or technological change helps to ensure successful outcomes with minimal disruption and resistance from employees. This article outlines a step-by-step plan that can help you implement OCM in your organization—ultimately supporting employees with embracing the change and fully utilizing new systems and processes.
Identify and Assess the Change
Identifying and assessing the change is a critical first step in organizational change management. The process of mapping out the people, processes, and technology affected by a proposed change provides key insights into how best to plan for its successful implementation. It also helps to identify any potential areas of resistance or disruption that may arise during the transition period.
Additionally, this assessment should involve defining expected outcomes as well as setting baselines for measurement against those expectations. This allows organizations to measure the success rate of their changes over time and determine if they are achieving their desired goals. By taking these steps when initially planning for an organizational or technological change, organizations can ensure that they have set themselves up for success from the beginning.
Plan the Change
When planning for an organizational or technological change, it is essential to develop a detailed plan that outlines every step of the process. This includes identifying potential risks, barriers, and challenges that may arise during implementation and gaining an understanding of the resources needed to execute the transition successfully. Additionally, this stage should include assessing stakeholder needs and preferences in order to ensure alignment with their objectives. It is also important to consider any external factors that may impact the success of the change such as regulations, legal obligations, and competition from other organizations operating within the industry. Taking these steps upfront can help reduce complications during implementation.
The next step in planning for an organizational or technological change is to establish metrics by which progress will be monitored throughout implementation. This allows organizations to measure against expected outcomes while staying on track with their planned timeline. It also ensures accountability amongst those responsible for executing each individual task and helps identify areas where improvements are necessary before full implementation. Finally, the planning stage involves setting up proper governance structures so there are clear lines of communication between stakeholders involved in decision making.
Manage the Change
In addition to providing feedback and support during the transition period, it is important to monitor progress during implementation. This entails regularly checking in with stakeholders to gain an understanding of how they are being affected by the change before full adoption occurs. Additionally, this stage involves setting expectations for adoption as well as identifying potential areas where further adjustments may be necessary based on results observed during implementation.
By taking these steps when monitoring progress throughout organizational or technological change management processes, organizations can ensure that their desired outcomes are achieved while minimizing resistance from those impacted by them.
Successful organizational change management requires ongoing review and assessment once transition phases have completed. This includes comparing actual outcomes against expected goals that were identified during the planning process so any issues can be addressed quickly. It also involves conducting post-implementation surveys with stakeholders so key insights into what went right and wrong during each phase can be obtained. This feedback allows for better planning and decision making when similar changes occur in the future.
Adopt the Change
Once the change has been planned and implemented, it is essential to provide employees with proper training in order to ensure that new systems and processes are adopted successfully. This involves providing detailed instruction on how to use the technology being introduced as well as any associated policies or procedures related to its implementation.
Additionally, this stage involves regularly assessing employee understanding of the transition so any areas that require further clarification can be addressed quickly. Finally, it is important to create support and communication channels such as online forums or dedicated help desks for those who need additional assistance while using the new system or process.
In addition to providing training materials and support channels prior to full adoption of a change, organizations may consider creating incentives for employees who demonstrate mastery in using new technologies being introduced. This could include rewards such as bonuses or recognition programs that encourage employees to embrace change and continue their education on the topic.
A Proven Approach to OCM
Organizational change management is essential for any organization that strives to remain competitive in today’s rapidly changing environment. By following OCM best practices, organizations can ensure successful transitions with minimal disruption and high adoption.
At Elantis, we understand that change can be challenging and turbulent—but with our proven approach, we can help your organization navigate these transitions smoothly and successfully. Our experienced consultants work collaboratively with your team to gain a deep understanding of your business processes, organizational culture, and objectives. This synergy allows us to develop a tailored strategy that revolves around your organization’s unique needs and goals. Contact us today to learn more about OCM for your IT projects and how Elantis can help.
