Cracking the Change Management Code Main New.pptx

The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn: 
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.

1. Cracking The ‘Change Management’ Code Practical Tips to Master Organisational C hanges Effectively

2. Organisations, regardless of their size or industry, experience change at some point. While many evolve and adapt to meet various challenges such as underlying economic trends or technological advancements, some organisational change is driven by leaders to move the organisation from a current state to where they envision them to be.

3. However, according to Gartner, about   50 percent  of all organisational change initiatives are unsuccessful. This highlights the critical nature of knowing how to plan for, and carry out change as a valuable skill for business leaders.

4. What is Organisational Change? Organisational change refers to a significant shift or transformation in how your company operates. It also encompasses the actions you take to adjust a significant component of the organisation. This may include growth and development processes, corporate hierarchy, company culture, underlying technology, etc. Click here to read more : Leveraging Behavioural Competencies for Building Successful Organisations

5. Organisational change might be done as a part of your strategic planning process. As such, understanding change management is a fundamental concept to successfully guide your organisation and teams to execute this strategy.

6. What types of changes happen in the organisation? Adaptive Changes 01 02 Adaptive change are the small, iterative changes that you make to evolve or refine your processes, products or services or workflows. Examples of this is an integration of a project management software or implementing remote work policy. Transformational Changes Transformational changes happen on a larger scale and cause major shifts in systems and teams. Examples of this include the introduction of a new product or service, international expansion or a merger/acquisition.

7. Change management involves or emphasizes your approach to dealing with the transition or transformation of your organisation's goals, processes and technologies. The purpose of change management is to implement strategies for effecting and controlling change and helping your team adapt to it So, what is Change Management?

8. When should you consider Change Management? Not every change requires a robust change management process. Small changes like office layout adjustments or green initiatives don’t entail a lot of risks or require a lot of resources, and so cannot be managed at the same level as others. However, changes that impact your team, are resource intensive and require increased engagement levels are more complex and require better alignment and follow through. To effectively manage this kind of change, you must follow an established  change management process . One such process is the the Prosci ADKAR Change Management Model . 

9. An effective change management approach helps you mitigate risks, empowers your workforce to adapt quickly, and ultimately enables your organisation navigate complex transitions while minimising disruptions. Click here to read more: Preparing for the Future: Succession Planning Guide in Times of Change

10. Steps to Successful Change Management STEP 03 STEP 02 STEP 01 STEP 04 Select a Process to Manage Change Analyse and Address Gaps Prepare for Change Develop a Change Management Plan Click here to read: Creating the Right Leadership Development Plan for Your Organisation

11. STEP 01 Before embarking on an organisational change, it’s important to evaluate your team’s state of readiness, identify potential gaps and uncover specific needs by deploying p reparatory exercises One way to do this is to leverage established frameworks that can provide a structured method for assessing change readiness. Prepare for Change

12. STEP 02 After conducting a change readiness assessment, analyse the gaps and proactively address them while establishing a two-way communication channel with those impacted. You can deploy the ‘ 5Ps exercise’ which highlights five (5) areas to discuss with your team to get their perspective. This will help you develop a robust understanding of perspectives, needs, and gaps. Analyse and Address Gaps Click here to read: How to Build Diverse Teams Using Assessments & Why It Matters

13. The 5Ps Exercise to Analyse Change Gaps Project What is the change? What specifically needs to happen? Who is responsible for driving this forward & achieving success? What does the completed change look like? Purpose Why is this change important? Why do this at all, and why now? What are the desired outcomes or success metrics? What are the positive impacts on the organisation, teams & individuals? Particulars What is needed to enable this change? Are there any systemic, operational, or behavioral barriers to navigate or remove? Are there any gaps or risks that may make this change more difficult to adopt? People Who will be impacted by this change, and to what extent? Who will be implementing the changes? Who do you need buy-in and engagement from? Are there any potential early adopters or champions who might inspire others? Are there any potential resistors that may require extra communication? Process This is a structured way to implement, and assess change over time While there are several change management models to choose from, the most effective models consider both people and processes.

14. STEP 03 To help your team navigate a change initiative effectively, it is important to develop a robust change management plan that outlines a clear vision, specific milestones and actions, and incorporates mechanisms for tracking progress. Your plan must also prioritise two-way communication to support teams and individuals through the change process. Develop a Change Management Plan

15. STEP 04 As mentioned earlier, when implementing a transformative change initiative, it is vital to adopt a robust change management model that addresses the people and process aspects. Examples of widely- recognised models that effectively incorporate these elements are Kotter's 8-Step Model, the Prosci ADKAR Model, Kurt Lewin’s 3-Step Change Model and McKinsey 7-S Model. Select a Change Management Process Click here to read: Cracking the Human Intelligence Code

16. The Prosci ADKAR Change Management Model This model fairly addresses the psychological and behavioral aspects of the ‘people’ alongside the systemic needs for effective change. The Prosci involves three phases that systemically guide your organisation through the change. It also helps each team member work through the change on an individual level. Phase 1 - Preparing As a leader, this is the phase you define the change, your vision and your approach to assessing organisational and individual needs. Phase 2 - Managing At this phase, you develop a clear action plan and implement a system to track progress. It’s critical to work with your team and adapt/adjust systems and process to ensure success. Phase 3 - Sustaining This phase involves reviewing organisational and individual performance to assess any remaining gaps and discuss how to sustain long-term success.

17. The ADKAR acronym  refers to the phases each team member works through during a cycle of change: Awareness An individual become aware of the change at this stage. As such, it’s critical to foster two-way communication to know the change happening, why it is happening and how it might impact them and the organisation. Desire This determines the level a team member will buy-into, engage with, and support the change. It’s important to work with them to mitigate potential resistance or fear. Ensure regular, open communication that addresses concerns along the way. Knowledge This is the level to which your team member understands how they can make the change. In this phase, it’s important to assess knowledge or awareness gaps an individual may have so that resistance doesn’t emerge at a later time. Ability This determines a team member’s ability to execute the required change. If they lack skills, abilities, tools, information, or resources, they may feel like implementing the change is not possible. Ensure continuous communication to address any gaps. Reinforcement This is the level to which an individual will stick with the change without reverting back to old behaviors, systems, or processes. Therefore, ensure regular debriefs, celebrations, feedback and accountability models to help reinforce and sustain change.

18. Tips to Overcome Resistance to Change The reality across many organisations is that most people don't like change, even if it's for the better. As a leader, here are practical tips to mitigate resistance to change: Clarify the goal of the change being made and identify how it can benefit others Listen to objections and find ways to address them Consider feedback as a guide rather than an obstacle Take the time to build consensus rather than downplay dissenters Celebrate success to encourage further change Be willing to backtrack when the change doesn't meet desired goals

19. Lead Change Management Successfully Whether you’re about to lead a change initiative within your organisation, or you’d like to position yourself to oversee such projects in the future, it’s im portant to start laying the groundwork for success by developing the necessary skills to equip you adequately.

20. Scale the advantage… Organisations are constantly navigating change today, and as such leaders and employees need to be prepared to successfully navigate change and minimise operational disruptions. At Workforce Group, we offer customised change management training programmes that help you and your team adapt, transition smoothly, and overcome change inhibitors. Talk to us at [email protected] to discuss how to help your team successfully manage organisational changes.

21. READY TO GET STARTED? Visit www.workforcegroup.com or Send an email to - [email protected]

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