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Cracking The ‘Change Management’ Code
Practical Tips to Master Organisational Changes Effectively
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.
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.
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
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.
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.
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?
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.
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
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
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
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
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.
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
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
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.
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.
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
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.
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.
READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com
YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go beyond
Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria
What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing

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Cracking the Change Management Code Main New.pptx

  • 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
  • 22. YOUR BUSINESS YOUR PEOPLE OUR FOCUS = Workforce Group … We go beyond
  • 23. Workforce by Numbers 17 Year-old Startup 8 Businesses 120+ Consultants 20 African Countries 8000+ Outsourced Employees 1200- capacity Learning Facility 115+ Computer-based test facility 250+ Clients 10+ Industries Served 36 States in Nigeria
  • 24. What we do We help organisations solve problems around: Staff Payroll Management Performance management support Health insurance management Executive, Experienced and Graduate Recruitment Staff onboarding and training Staff records management Leave and exit management Background verification Strategy Development and Execution Digital Learning Function Specific Programmes Leadership Development Digital Content Creation and Conversion Assessment and Development centre Occupational testing and Success Profiling Independent Contractor Management Assessor skills training Professional Employer Organisation Employer of Record Recruitment Process Outsourcing