A strategy for effective transformations
By Dev@Prudence
Most projects aim to introduce something novel to the organization; be it a new service, a new tool or a new product. Projects that aim to transform how the business operates (the usual day to day) via a new process, service offering, or tool are almost guaranteed to run into organizational challenges that can and will hinder adoption.
Why change is hard?
People are creatures of habits. There is a comforting feeling in doing something the “normal” or usual way. Doing what has worked in the past provides assurance that you are more likely to get the same outcome; thus, reducing risk of failure, pain to adjust to new norms and expending unnecessary effort or energy. Adjusting to a new way of doing something creates anxiety and uncertainty. Just think how hard it is to break off a habit or create a new one.
Organizations, being a conglomeration of people, are very similar organisms. Organizational habits are called processes. In our previous article titled “The key to effective change management- understand where you are now before attempting to change”, we introduced personal habits are an analogous view to further understand organization habits, i.e. processes.
The personal change Formula
When quitting smoke, losing weight, or making any sort of personal change, the formula is more or less the same. It may be presented or expressed in various ways by all the self help books out there, but the basic structure is the same. This structure is:
An even more condensed version of this is as follows:
Organizational Change
Projects introducing new services or products will often have to go into an activation phase where the intended result is adopted, a product enters service and so on. This phase must planned out early on during the project’s lifecycle. Just as there is no end to the personal transformation literature out there, there is no shortage of theories and methods to introducing change successfully within an organization.
Again, organization change follows very basic steps described in our strategy below.
The change Management Strategy
For a change to be successful, it must be (as a bare minimum) identified, communicated, planned, enacted and re-enforced. The below strategy outlines a very simple but effective strategy.
The Prudence Advantage
We understand the anxiety that comes with wanting to get somewhere but not yet knowing how to. Prudence Inc., with its world-class experience in managing and enacting large scale transformations is here to lend a helping hand.
Our team can help you:
- Identify the exact change desirable within your organization and help you understand your current and future state
- Aid you in crafting all communications
- Creating full change management plans and aiding you in creating a change team and champions
- Enacting your change plan and re-enforcing the chance for maximum success!
To learn more about what Prudence can do for you, please contact us here.
Contact Us
info@prudenceinc.com
1-850-PRUDENT