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 Changes 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 preparatory 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 important 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.
AtWorkforce 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 hello@workforcegroup.com 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 -
hello@workforcegroup.com

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