Change management is a proactive approach to helping organizations prepare for and manage a series of organizational changes. It requires a systematic process that allows leaders to make decisions based on accumulated data and careful planning. The four pillars of change management are: defining and understanding change and its impact on staff, planning for change and its impact on staff, executing the change with people, and communicating the change to people. In Prosci's ADKAR model, the five basic components for successful change are awareness, desire, knowledge, capacity and reinforcement.
Each of these five levers uniquely contributes to people as they advance the ADKAR model and process. Change management plans must take into account the obligations of each professional role and provide people with the tools and skills needed to generate greater change in the future. Even organizations and leaders with experience in managing change can face challenging situations during the various stages of the transition. When undertaking an expensive, multi-year business transformation program that changes the way an organization operates, it's imperative to understand the compelling arguments for change and how it will generate results. Phase 2: Managing Change focuses on the five plans that a change management professional creates and integrates with a project plan to support change from the perspective of people. Managers are the closest to the employees who, ultimately, must make change a reality, and their relationship makes them crucial allies in times of change.
The Resilience Management Plan includes the approach to responding proactively and reactively to resistance when it occurs during change. Implementing a change management plan requires a systematic process that allows leaders to make decisions based on accumulated data and careful planning. Each of the five levers identified in the Prosci three-phase process uniquely supports people through the ADKAR model, making employees adopt changes and use solutions that promote their organization. The following image presents the same mapping in a view of the project, and uses the ADKAR model as milestones of achievements and swimming routes for each of the five change management levers. Tim Creasey is the director of innovation at Prosci and a globally recognized leader in change management.Change management is an essential part of any successful organizational transformation.
It helps ensure that all stakeholders are aware of changes, understand their implications, have access to resources needed to make those changes happen, and are supported throughout the process. Change management also helps organizations identify potential risks associated with changes, develop strategies to mitigate those risks, and measure progress towards successful implementation. Organizations should also consider how they will measure success when implementing a change management plan. This could include tracking employee engagement levels before and after implementation, measuring customer satisfaction levels before and after implementation, or tracking financial performance before and after implementation. Additionally, organizations should consider how they will communicate progress throughout the process so that everyone involved is aware of successes or challenges. Change management is an important part of any organizational transformation.
It requires careful planning, communication, and execution in order to ensure successful implementation. By understanding the five pillars of change management – defining and understanding change, planning for change, executing with people, communicating with people, and measuring success – organizations can ensure that their transformation efforts are successful.
