OUR CHANGE SERIES: How can organisations prepare for change?

Organisations go through change; that’s a certainty. Whether it’s adapting to new technologies, evolving customer demands, or internal restructuring, change is key to survival and success.

However, leading a team through change successfully depends on the level of preparation undertaken. As change management consultants, we have seen organisations in different states of change and have experience of what to do to prepare. Leading a team through change is an important role of any senior leader; here we take a look at how this can be effectively managed.

Preparedness is key, whatever the change the organisation is going through. To develop a successful approach, senior leaders must empower employees to navigate transitions effectively.

There are a series of steps that all change managers put in place. As certified PROSCI members, our change managers prepare an organisation for change using the PROSCI 3-Phase Process. Part of the ADKAR approach, it has three phases – Prepare Approach, Manage Change and Sustain Outcomes – and allows our certified change consultants to understand and address the challenges facing organisations and provide leaders with the right strategies, processes and tactics to give employees the right information, motivation and ability to successfully move through change.

In particular, our change consultants:

1. Define Success – they establish precisely what you are trying to achieve
2. Define Impact – they focus on how the change impacts individuals
3. Define Approach – they outline the steps that must be taken to achieve project success, for example, assessing risk, identifying potential resistance, and establishing required roles

Below we outline the phases to take and activities to perform to achieve change success.

Phase 1 – Prepare Approach
Here we position the key areas to prepare for successful change, through a customised and scalable change management strategy, along with the key stakeholders and supporters who will help to deliver this in the organisation. Early commitment from senior leaders and sponsors is key; without this, the support needed may never materialise – and success will be at risk.

Phase 2 – Manage Change
Phase 2’s purpose is to enable all employees who will be impacted by the change to adopt the new initiative / project being implemented. Whether a new IT system, space layout changes or new hybrid working policies, to achieve the desired adoption and usage (without which a project will become a costly fail), plans will be developed that will answer these questions:

– What will we do to prepare, equip and support people?
– How are we doing?
– What adjustments do we need to make?

Timewise, this is the longest phase and the one that is most visible to all individuals in the project. As such, it is important that communications are clear and concise and there’s visible support from senior figures.

Phase 3 – Sustain Outcome
Any changes implemented and adopted must then be sustained long past the end of the change project. If change adoption reduces after the project ends, then this will see a successful implementation fail.

Change can be daunting for both those in leadership positions implementing the change, and for the employees who must adopt it. Preparing for change is key. By following a set process, senior leaders, with the support of certified change consultants, can implement the required change programme successfully. By understanding the reasons for change, crafting a clear vision, and openly communicating with employees, organisations can foster a culture of acceptance and even excitement for the journey ahead.

Remember, change is inevitable, but by being prepared, organisations can ensure it leads to a better way of working.

– Is your organisation embarking on a period of change? Do you want support in managing this change? Contact us at info@moveplangroup.com
– For further information about our change management programmes, visit our services page.