Why Change Management is Important

Still wondering why change management is important?  

Organizations don’t change just because of a new system or process – they change because people change. And you might probably know that people don’t like changes and that is why we need to talk about change management.  Change management refers to the collection of process, skills, tools and techniques that enables organizations to drive the achievement of a desired new state.  

Change Management Process
  1. Change planning – it is a fundamental step in change management process. It is very important to have a clear case for change, identification of recourses, production of the change management plan and timescale. 
  2. Change Engagement – it is very important to work on the engagement of the stakeholders towards change. This process enables you take a clear picture of who is going to sponsor the change internally, which stakeholder groups are going to be impacted, how do they feel about the upcoming change, and what the communications and engagement plan looks like.  
  3. Change implementation- this step refers to actual delivery of change and therefore it contains aspects such as updates or training of end-users. 
  4. Change reinforcement – implementing the change in company’s culture requires reinforcement over time. It is all about the plans and vehicles available for reinforcement, such as future training or coaching.  
  5. Change Evaluation- review and assessment of the project. This evaluation should be carried out at the process level as well as the outcome level so that lessons can be learned.  
Change Management Models
The Change Curve  

One of the most powerful and popular models for change management is the Kubler-Ross’ change curve. It plots the motivation and performance of individuals over the time, and it helps to build an understanding of where everyone is. This model is also being used to deal with grief, but some argue that it offers useful guidance to change management too.  

Kotter’s 8-steps  

  1. Create a sense of urgency  
  2. Form a powerful coalition  
  3. Create a vision for change  
  4. Communicate the vision  
  5. Remove obstacles  
  6. Create short-term wins  
  7. Build on the change  
  8. Make change stick  

This model is focused on the to ‘do’ approach which is followed by 8 steps.  

ADKAR

 The ADKAR model is a useful tool for helping individuals cope and plan for the change process, as well as monitoring their reactions as it occurs. Despite the model occurring in order, it is also important to recognize that individuals will be at different stages of the process at different times. ADKAR is an acronym for a structured number of steps to follow when handling change.  

A – Awareness: are you aware of the upcoming change? 

Awareness is usually raised by sponsor or ambassador using newsletters, videos or company meetings. Employees must be aware of the need for change.  

D – Desire: do you have the desire for change? 

Employees must have the desire to participate and fully support the change.  Ambassadors can inspire the desire by organizing intake workshops or other way of testing.  

K – Knowledge: are you knowledgeable about the change? 

By gathering knowledge about the change process the goal of the change become clear for everybody. Trainings managed by coaches are one of the best ways to gain knowledge about the change.  

A- Ability: are you able to operate the change? 

Q &A sessions or helpdesk help employees to measure their ability. Because of the ability to learn new skills and by managing behavior, change is accepted.  

R – Reinforcement: is the change being reinforced over time? 

Reinforcement to sustain the change makes it clear for all employees that there is no turning back and the best way to do that is organize surveys.  

 The ADKAR model takes a bottom-up approach for the management of change, focusing on the employees. Change is readily and reliably deployed, resulting in higher success rates by giving set goals to meet. 

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