In last week’s blog post, we introduced you to Organizational Change Management (OCM) – what it is, why it’s needed, and the challenges that may arise during the change process.
Now let’s take a look at how OCM is done successfully.
To manage the people side of change, we have developed an ‘ADAPT Framework,’ which is rooted in best practices. It begins with building the OCM business case that looks at why there is a need for the people side of change and assesses the readiness of the organization.
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Assess Organization Readiness – This is a deep-dive assessment of people, processes and culture, and an evaluation of potential areas of resistance to change. This helps to understand the actual ground-level reality of how the implementation will impact people within the organization. The vision for change by leadership or technology sponsor and the willingness to change among and within the organization must be in alignment.
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Develop a Partnership with Stakeholders – Identifying and mapping the various stakeholders who will be impacted by the new technology is critical to mitigating any negative impact, maintaining control and securing the support of the organization to move forward quickly, while imparting confidence. This process of partnering with stakeholders offers the advantages of co-creation, understanding and aligning project goals with stakeholder expectations.
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Analyze Change Impact – During the change process, different segments of people, process and technology go through a transition, leading to various user groups being impacted. A detailed study provides a clear picture of the current and future state, and a heat map illustrates the findings of impacted users and their associated roles and responsibilities, leading to understanding of both the severity of the impact and the design of the mitigation plan.
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Propagate Change and Communication – The more collaborative and inclusive the change process, the greater the chance of it being successful. Communication from the beginning and from leadership is critical. With detailed planning and a solid understanding of all stakeholders, change messages can be clearly communicated through appropriate channels.
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Training and Transition – Training eases transition by enabling users to feel confident in their ability to adopt the new ways of working, which leads to sustained business change. An effective learning strategy and virtual training program helps achieve upskilling for a smoother transition. Programs are designed meticulously based on current-to-future state roles and processes.
Why does this framework work?
Successful OCM lies at the intersection of people, processes, culture and technology. ADAPT uses a whole-system approach, embedding OCM within the digital transformation program.
The approach benefits the organization in the areas of vision beyond day-to-day activities, a shared understanding of the organizational context and problem, co-creation of a tailored plan, and taking action on an adaptive methodology. Ultimately, the organization reaps the benefit of enhanced user adoption and application usage.
Our tried and tested ADAPT framework, together with our expertise in managing and calibrating the people side of change for Bristlecone clients, has received appreciation and accolades over the years. We can offer a complete lifecycle of OCM solutions, individual phases of the lifecycle, and customized solutions based on unique requirements.
PRAKASH JHA
Consultant, OCM
Bristlecone
RAVEENA KOHLI
Manager, OCM
Bristlecone
