During my career, I’ve heard varying definitions of change management ranging from the tactical to the esoteric. Perhaps more important than its definition is the role of change management in the transformation process. For purposes of this article, I will focus on transformations that focus on complex restructuring, reorganization, globalization, and mergers and acquisitions.
The role of change management
We’ve all witnessed project successes and failures. It’s hard to dispute that effective change management and communication play a key role in reducing risks and costs and, in turn, increase the probability for success. In fact, some research shows well over half of all projects fail when organizational transition issues aren’t properly addressed. In other words, people issues need to be recognized and effectively managed to enable successful change.
These “soft factors” must be balanced with other program management factors including level of effort, speed, and degree of change. Additionally, please note change management is not the panacea for addressing all project risks/issues. However, effective change management, coupled with robust program/project management, is a critical enabler of successful transformation.
Where to start
So, where do you start? Start with people. The importance of the individual in achieving the organization’s transformation goals cannot be underestimated. It’s critical to acknowledge that people will have individual and collective reactions that will differ according to:
- Their ability and willingness to understand the change
- Their ability to cope with/adapt to the change
- The benefit they will realize from the change
- The loss they may experience as a result of the change
What I’ve witnessed in every program is that until a person has answers to these “me” questions, it’s unlikely they will follow leadership on the transformation journey. All the cool strategies and lofty goals will not convince someone to get onboard until they understand the impact on them, individually. Therefore, it is critical to understand, plan for, and implement necessary and practical steps to support people through the transition starting with answering the “me” questions.
Have a solid plan
People are naturally resistant to change and a combination of techniques can help overcome this hurdle.
