change Management

Change management explained

Transforming an individual, team, or organization into future ownership and value through user adoption.

Why does your organization require it?

If you cannot pinpoint the need for change, then there is a high probability that sales will go down drastically.

Getting the need for change management sorted will ensure not just positive dynamics but also swift efficiency.

It will accelerate user adoption, allow for target overachievement, practical training, and documentation, and establish a culture of continuous process improvement.

Where should you focus your energy? Start by recognizing loopholes between current working environments.

Given time, money, and geography limits, the road to change should also be the shortest and most surgically exact.

It’s challenging to lead the charge to adopt a new system that affects every aspect of your business.

Identify potential triggers of resistance, design an initiative for change management plan around those, and these 5 steps from below will come in handy:

Step 1: Draft a Vision for change

  • Explain the change and express the need for it
  • Draft the change outcomes
  • Communicate objectives of the change to your staff

Step 2: Develop the strategy for change  

  • Treat the change as a casual process
  • Stick to a schedule

Step : Identify risk

Have a continuity plan

  • Build support systems and assign change manager roles for comfortable communications, Q&A
  • Use unified communication tools and ensure teams are using that
  • Have discussions in an open forum
  • Think about the opposition and where/who it will come from. There are three forms of resistance:
  • Power struggle
  • History of unpleasant encounters
  • Self-interests

Step 3: Lead by example

  • Demonstrate what changes you expect  
  • Create customized scenarios for sandbox environment
  • Authorize the new learnings and uplift the new system

Step 4: Support & Implement

  • Document every procedure and process. Encourage your team to do the same.
  • Define your previous and new workflows using screen records and process maps.

Create a training curriculum based on your implementation and business goals.

Step 5: Run reinforcements parallel to adjustments

  • Weight out the effectiveness of the processes and workflows
  • Manage the process.
  • Refocus your attention on your employees and see how they are adapting.
  • Take note of individuals who are frightened or excited, and approach those who are concerned separately.