“Organizations do not change, people change. Then they change the organization… or they don’t.”
When an organization undertakes major initiatives or projects to improve operations, the opportunity for change should be leveraged and key cultural issues should be addressed. Often during the introduction of new technology or if there is a change in the senior leadership team leads to changes in processes, job roles or organizational structures. It is during this time that many organizations focused on the tangible such as the use of the new technology, yet not enough thought is given to the impact on the people who will be effected by the change. It is the employees of an organization who have to ultimately change how they do their jobs or follow a new direction set by an executive. If these individuals are unsuccessful in the transition, if people have not embraced the change, the initiative or project will fail. This is the business of culture change.
Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change to drive organizational success and outcomes.
While all changes are individual and unique to each person, research proves there are actions we can take to address the culture aspect of change for people to gracefully flow through the process and incorporate the new vision or process in their individual transitions. Cultural change management provides a structured approach for supporting the individuals in your organization to move from their own current states to their own future states while aligning each individual to the organizations change initiative.
A cultural change management program involves creating a customized plan for employees within the organization so that they comprehend the leadership vision and subsequent communication and training they need to change successfully. Driving successful organizational transitions should be the central focus of the activities in organizational change management. Through these types of initiatives, change is adopted, embraced and demonstrated by the workforce.
The end result of an enterprise change management capability is that individuals embrace change more quickly and effectively, and organizations are able to respond quickly to market changes, embrace strategic initiatives, and adopt new technology more quickly and with less productivity impact. This capability does not happen by chance, however, and requires a strategic approach to embed cultural change management across an organization.Get More Info Now!