With or without digital technology, all markets are changing rapidly. Change Management is therefore an essential approach for any company that wants to remain competitive. Change Management brings together the processes that will facilitate the adaptation to change within organisations.
Change Management: who is in charge?
All project leaders are concerned by Change Management, not only those in Human Resources or Communications. Successful projects include a Change Management component that enables players to be mobilised and the resistance to change to be addressed effectively.
Change Management: what is at stake?
All companies, large and small, are concerned.
The success of any change relies on the human factor in companies. To do this, the mechanisms of understanding and assimilation must be taken into consideration. Indeed, Change Management is most effectively applied with pedagogy.
The strongest lever of Change Management should be based on the analysis of ways of working. This raises 2 questions:
- Why should we change? This is the dimension linked to the outside of the company,
- Why are we changing? This is what will change within the company.
Supporting digital transformation
The subject is top of mind for all management committees. Digital transformation is integrated into the strategy of 40% of companies and for 60%, it is a medium-term priority.
Change management enables teams to be involved in the changes that the company is undergoing or will undergo. Teams take ownership of the new provisions and can thus turn them into a new source of added value.
Resistance to change: the taboo obstacle
Change = resistance to change, is human. We are afraid of what we do not know.
The basis will therefore be:
- Understanding the benefits of moving to a new model
- Mourning the old model
- Feeling the benefits of the new model through test groups
- Spreading this to the whole company
The checklist for implementing your Change Management
- Form a team
- Measure the path to be taken
- Find the right method
- Choose the implementation method
- Identify the risks
- Monitor the implementation
- Analyse the results
- Trust feedback and involve teams
- Adjust according to feedbacks