3 Whys to use Business Transformation Change Management
Business Transformation Change Management gets you better results faster!
Read below for information on how to apply best practices and tips...
Why 1: Employee Engagement and Buy-In.
Why 2: Smoother Adoption and Initial Use.
Why 3: Lasting Value and Reduce Backsliding.
Read on to discover more about the 3 Whys to your Change Management efforts and how to apply these best practices.
DA&R is ready to do the hard work of your Business Transformation Change Management projects or operations.
Why 1: Employee Engagement and Buy-In
Many operations efforts and projects attempting to implement process improvements or new tools receive far less assistance than anticipated during the planning and implementation of change efforts.
We actually heard a Sr. Vice President at a Fortune 500 firm say, "We'll just tell them to do it and they will!" When I asked how they were going to tell them, they said via email! We argued long and hard to apply some obvious and needed Change Management processes which would have only increased the project budget by less than 10%. They refused all help. Needless to say this was a huge fail and waste of almost half a million dollars as adoption started out low and dropped to less than 4% over the first six months after implementation.
When you are tasked with implementing a change effort, it is only natural to assume that people will get on board and help. Sometimes they will, but that is in the vast minority of cases... People, left to their own devices, generally will not welcome change that they did not think of... NIH Syndrome (Not Invented Here...)
Our assessments across major organization comprised thousands of people showed the following types of responses:
- This is just a management fad like all the rest, I am going to wait it out...
They will want something else next quarter and forget about this.
- Why would I give management the ammunition to increase our work and do more micromanagement?
- What's in it for me? (WIIFM) Things have run just fine for years, why change now?
It does not sound like this change will benefit me, let's wait it out or at least delay our participation.
|These negative responses can be reduced or even eliminated with a real effort to get Employee Engagement and Buy-In.|
Here are a few best practices to reduce this needless friction when planning and implementing your initiatives.
All DA&R courses and services can be delivered onsite or Virtually in any time zone for world-wide Learner consistency.
Contact Us to deliver this course on non-consecutive days to allow Learners to implement best practices between sessions.
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Business Transformation Change Management course
Why 2: Smoother Adoption and Initial Use
Why do perfectly logical projects have adoption and initial use problems? Yes! Usually due to low or nonexistent Business Transformation Change Management plans and execution! Questions to ask ourselves...
People like to be involved. They like to be asked, not told. They like to have management and other leaders think about what change would mean to them, not just to the stakeholders who may benefit the most. Let us know if you have interest in a follow-on post on details for various Change Management techniques, or if you would like help in planning for and delivering results using Business Transformation Change Management to leverage and speed up your efforts...
Why 3: Lasting Value and Reduce Backsliding
How do we increase the chances of realizing Lasting Value and reduce the chances of Backsliding into the old ways and processes? After implementation of your planned Changes, it becomes a different sort of challenge to actually realize the long-term value. Executives who may have been active sponsors and supporters will pull back since the project is over and move their attention to the Next Crisis or Initiative. Change Team members will transition away from Change efforts. Communication, unless you continue, will taper off to become nearly invisible. It is basically up to you to instill why and how to keep this going. So, what do you do? Here are a few tips:
Make sure the Business Transformation Change Management Effort or Project is selected with an eye towards its prospective Proponents and Opponents. You may want to use Force Field Analysis (explained here https://www.odi.org/publications/5218-management-techniques-force-field-analysis). This can be a handy facilitation tool to make sure enough Change Management effort is budgeted from both time and cost perspectives.
We are happy to assist you in either consulting for Change Management (see above) or staffing for just the right fit for your contract or permanent staff such as Project Managers, Business Analysts, Technical Writers, mid-level managers, and selected technical staff. We also represent several executives for interim work.
Why Data Analysis & Results (DA&R)?
We share in your success! Our courses are consistently rated excellent, as are our very experienced Consultant Instructors, who average 20+ years in project management, operations, and other key leadership roles. For organizations, we can support your projects and change efforts via Consulting, Speaking, Training, and Staffing. For individuals, we provide advice and limited job placement help if you are seeking employment. Here are our Testimonials, Clients, and Course Calendar professional development education training courses.
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"Therefore we do not lose heart. Though outwardly we are wasting away, yet inwardly we are being renewed day by day. For our light and momentary troubles are achieving for us an eternal glory that far outweighs them all." - 2 Corinthians 4:16-18 NIV.