Change Management

Change ManagementChange can be hard and people can be awfully resistant.  If your company is considering changing from desktop processes to cloud computing for example, you’re going to need some pretty major adaptation in your organisation and operations.

The biggest change being a mind shift and a willingness by all, to adapt and change to new processes and systems. Without this vital shift, the process can be very painful.  This requires that the business owner communicates effectively throughout the process, so everyone is on board.  There are different kinds of change, they require different kinds of management and skills, and they aren’t all painful.

Evolutionary change is always happening! This involves changes in how we do business, rather than changes in what business we do. It should be continual within the organisation, often this is related to efficiency. For example WHS policies change, perhaps you get some new equipment or restructure a team. Essentially, we’re doing the same things, we’re just doing them differently.

Revolutionary change on the other had, occurs when some new operating environment emerges and the business we do actually changes.  In many cases, we either adapt to this new reality or we go out of business.  

With a revolutionary change you aren’t just making changes to your products or services, you’re actually providing something new.  This often requires a whole new strategy, a new structure, and even a new culture for your company.

Revolutionary change is often traumatic for those involved or affected. It often could have been avoided if the organisation had made the necessary changes at the appropriate time by implementing a process of continuous improvement. 

PLAN, DO, CHECK, ACT & REPEAT = Continuous improvement

Change ManagementContinuous improvement is known as the process by which a company or organisation improves their practices and processes to stay ahead of the market and competitors.  An effective continuous improvement process will allow everyone to get involved, thereby giving staff and managers a change to take ownership and responsibility for continual improvement.

Real results come from encouraging all staff, departments and managers to take ownership, responsibility and accountability of the improvement process.

We use the ADKAR model to manage the phases of change:

  • Awareness – List the reasons you believe the change is necessary
  • Desire – List the factors (good or bad) why there is a desire for change
  • Knowledge – List the skills and knowledge needed to support the change
  • Ability – Evaluate the ability of the organisation to implement and support the change
  • Reinforcement – List the reinforcement that will help to retain the change (make it stick)

This is where our services and expertise kicks in, to take away the pain of change.