Change Management revolves around Individuals

Change management necessitates a complete understanding of the current system in operation as well as the existing cultural dynamics. As you begin exploring and seeking feedback, you will come across various forms of resistance, viewpoints, narratives, etc.; make sure to take notes as these are indicators of their thought processes.

Pay attention to what individuals express, the language they utilize, as it establishes the tone. Naturally, their perspective is restricted but is genuine to them. You must grasp the business process to comprehend the reasoning behind it, but also understand the flow and what is being attempted at that moment.

Take into consideration that small changes require attention, something as straightforward as eliminating one step in the procedure can be chaotic since it is deeply ingrained through repetition without consideration, and thus it is something that must be identified and managed.

If you possess experience in the field and are aware beforehand of the process's outcome, you can quickly spot inefficiencies that can be addressed immediately; however, it doesn’t function that way unless you will be carrying out the process moving forward.

Change necessitates time and effort; it must be marketed, effectively communicated, and comprehended to achieve permanence and prevent misunderstanding. Evaluate the abilities of the users needed to implement the change, but prior to that is the mindset. When promoting the new change in procedure, the user or stakeholders affected must grasp “why” the change is being made, and why it should not remain unchanged if it isn’t malfunctioning or the job is accomplished; when individuals lack understanding of the rationale, it contributes to resistance as they do not recognize its significance, and may ultimately undermine the initiative.

Another factor is that if individuals choose to, or if it benefits them, they will join the effort; sometimes it’s as easy as establishing a connection or making them feel acknowledged, that their input or perspective is important in the process. Especially if they have been with the organization for many years, they may feel threatened by this new approach, and it may seem like they are supportive but that can be a misleading impression, often leading them to wait for any small mistake to blow it out of proportion; in this context, being knowledgeable about the business process, setting the right expectations and anticipating will be your tools to accurately deal with the situation.

Comprehend what is involved and avoid making assumptions; ultimately, change management is quite complex since you aim to execute it without interrupting daily operations. This is the reason you wish for people to be completely invested so they can step in and own the process by proactively providing alternatives when things go awry.

Change management necessitates collaboration with individuals to achieve success, since they will be responsible for implementing and upholding it.

Betty

This information represents my personal views and should not be considered financial or professional advice.