Change management is a discipline that guides how to prepare, equip and support your team through the adoption and implementation of change. We understand that both, change projects and individuals adopting the change are unique, but what are the techniques a change practitioner can take to influence the transition? Change leaders and practitioners can provide a structured approach and, according to Best Practices research from Prosci, the fair or excellent adoption of a structured change management approach can result in a three-fold or six-fold increase in project success rate, enabling the entire organisation to accelerate its pace of change.
What should you consider before starting a new change project? Below are 5 tips to consider when implementing change, which will help you begin taking change management to the next level within your organisation:
Ensuring all employees have had sufficient training is crucial if you want to reduce resistance to change within your organisation. Providing in-depth training offers change management teams the tools, skills and knowledge needed when implementing various changes throughout a project.
Everyone learns in a different way, a change practitioner should be vigilant to employees who may be struggling and should be able to adapt their training to suit their needs. Our workshops offer participants the opportunity to gain knowledge on how to apply effective change management techniques when designing a training plan as part of a wider change management strategy.
Continuous coaching is crucial when encouraging the success of change within your organisation. As a change practitioner, we particularly need to encourage and coach line managers in their pivotal role in effective change. Line Managers have a crucial role in effective change adoption and only 34% of organisations adequately prepare them for this. Upskilling a line manager with the Prosci ADKAR Model provides a practical coaching tool to help them successfully transform the mindset and ways of working of their team members.
Although face-to-face is the most effective form of communication with teams and leaders, a mix of adult learning styles often needs to be deployed to enable a person to truly internalise the changes they need to make to their day to day work caused by the introduction of a change. Providing opportunities for self study, both in reading materials and through e-learning, especially when combined with coaching and effective communications and training, can help employees gain a deeper insight of why and how they need to change.
Over the past 20 years Prosci have written several books on change management, including the biannual Best Practices in Change Management research report, the Employees Survival Guide to Change and ADKAR, which are all extremely useful reading materials for a change practitioner looking to reduce resistance. Have a look at our video below about Prosci tools and templates that might be useful when delivering change.
In addition Prosci have recently launched several e-learning modules aimed to equip large groups of employees and line managers with the basics of structured change management in a very efficient manner. If you are wondering where to start, register for our free webinar series.
You may also choose to fill areas of expertise and supplement full-time employee knowledge with external resources. This is particularly beneficial with training your team, if for instance, your resources do not have the same level of expertise. You can partner with an external resource to provide sufficient face-to-face training that your team may need to get them up to speed with the changes and how best to enable the maximum adoption and usage of the associated new ways of working. External resources can also offer additional knowledge to your employees and provide effective coaching and strategic advice.
A useful way to share success stories and ensure all employees are on board with the changes being made that might be impacting their daily work routine is networking and having team discussions. This method is a great way to inform individuals on exactly what is happening throughout the organisation. Group or one-to-one meetings provide a fantastic opportunity for your team to gather in a secure space and share their experiences, fears and concerns about the upcoming change projects or transitions. This also provides a forum for the change practitioner to uncover specific challenges preventing change adoption and ensure they are providing the correct support for them to be overcome.
Are you responsible for managing change projects or building change management competency within your company? Our three day virtual Prosci Certified Change Management Practitioner course provides participants with a clear methodology and toolkit for managing change.
If you're ready to take the next step in your career, download our course brochure to learn more. Or, register for our next Prosci Certified Practitioner Programme in time zone Singapore here.