Change is a personal journey that requires a successful model to ensure its success. Prosci's ADKAR model is one such model that consists of five essential components: awareness, desire, knowledge, capacity and reinforcement. These five levers are necessary for people to progress through the ADKAR model and process. According to Bamford and Forrester (200), change management is conceptually divided into two approaches: planned and emergent change. Managers must take steps to bring about change, such as introducing new projects, hiring, promoting and training people who can help implement the vision of change.
By addressing how change management is implemented, organizations can find the best ways to manage and achieve long-term sustainability. When undertaking a large-scale business transformation program that changes the way an organization operates, it's important to understand the arguments for change and how it will generate results. This is why it's essential to have a risk management strategy in place before making any changes. In an organization undergoing change, there are usually five pillars of sustainable change that guide the transition and keep it on track towards successful change management. Before we understand the importance of these pillars, we must first know what sustainable change is.
The success of a system depends on the people who use it, so it's important to have an appropriate change management strategy to ensure early adoption and cultural transformation. It's also important to be able to articulate how the new objectives of the program are related to the objectives of the organization; this is a key component of a successful change management strategy.Effective communication is critical for engaging employees in the process of change and ensuring everyone is on the same page. By ensuring processes and products meet high standards, organizations can avoid changes that could cause long-term damage. Leveraging change leadership, change management and project management can create great value for organizations.
The infrastructure of change encompasses governance of change and standard systems and practices for configuring and orchestrating the effectiveness of the organization. Having a common change methodology allows for better coordination and integration between change efforts and allows for the development of leadership needed to ensure strong oversight of change. Creating a sense of urgency around the need for change can help the change leader motivate people to move forward. A personalized change management strategy and plan are key factors in managing resilience and ensuring better adaptation to culture, processes and systems. The five pillars of sustainable change are effective communication, risk management, change leadership, change management, project management, and infrastructure of change. Each pillar plays an important role in ensuring successful implementation of a business transformation program.
Effective communication helps engage employees in the process of change while risk management helps identify potential risks associated with making changes. Change leadership helps create a sense of urgency around the need for change while project management helps coordinate efforts between different teams involved in making changes. Finally, infrastructure of change helps ensure processes and products meet high standards. By understanding these five pillars of sustainable change, organizations can better manage their business transformation programs and ensure successful implementation. It's important to have an appropriate risk management strategy in place before making any changes as well as having a common methodology for coordinating efforts between different teams involved in making changes.
Additionally, creating a sense of urgency around the need for change can help motivate people to move forward while having effective communication helps engage employees in the process.
