Hello fellow Change Practitioners,
Time flies and January is almost ending! How has 2018 been for you so far?
Before embarking on new change initiatives in 2018, let us review our top 5 blog pieces and remember what mattered most in 2017!
4 Steps to Ensure Executive Buy-in to Successful Change
One of the biggest challenges change practitioners encounter is to garner support and buy-in from respected senior executives who have the authority to influence and sustain the momentum for change. In this blog piece, we recommended 4 steps to help you leverage their influence:
1. Be prepared and utilise best practices
2. Believe, have faith and be proactive
3. Build a business case
4. Bring in an expert
Effective Change Management During Mergers and Acquisitions
Many companies acquire or merge with competing firms to grow market share and consolidate their competitive positioning. However, the task of integrating two or more organisations with different cultures and processes into one cohesive organisation is complex and tricky. Statistically speaking, most of these M&A initiatives often fail and yield few intended benefits largely due to ineffective change management. We looked at 5 factors that increase the risk of the integration process:
- Ability to create urgency and build buy-in for the business case
- The variation in organisational cultures – amalgamation or engulfment
- The volume and types of changes that would be required during integration
- The likely points of resistance and barriers to change
- A leadership strategy for driving enterprise change management in the new organisation
Develop a Business Case for Change Management; Executive Buy-In
3 Factors on the People Side of Change Affecting the ROI of Change Management
Remember the phrases "Organisations do not change, people do" and "Change happens one person at a time"?
We uncover why some business projects can achieve optimal return of investments (ROI) while others fail to derive the financial and other intended benefits from the people's side of change. Recall ultimate utilisation, speed of adoption and proficiency.
Key Trends in Change Management for 2017
We shared Prosci's 2016 findings on a number of trends in change management as a discipline in 2017.
- Greater awareness and support (for change management by sponsors and senior executives)
- Greater Application (increased implementation of change management at enterprise level rather than just ad hoc project level)
- Stronger Internal Change Management Capabilities through training (requiring leaders and middle managers to know change management and their role in it)
- Change Management as a career choice
What does the popularity of these blogs reveal about Change Management as a discipline?
Taking the popularity of these particular blogs into perspective, we can clearly see the common themes and topics that change practitioners are interested in. As the velocity and magnitude of change continues to increase, massive amounts of resources are being channelled into projects that launch new capabilities. There is also an increasing demand to deliver business results, return on investment and minimise risk (of failure). These conditions create an environment which reinforces the value of effective change management as a results-driven discipline especially when the results expected from the new capability are highly dependent upon people's adoption and usage.
Interested in Prosci® Certified Change Management Practitioner course?
If your organisation has performed poorer than expected or if you are facing some difficult challenges delivering specific business outcomes, it is time for you to get acquainted and trained in one of the most widely-used methodology in Change Management. Prosci's Change Management methodology is well-researched, actionable and results-oriented which allows leaders to leverage it to facilitate individual change, measure progress and create a common language for change within the organisation.
The Prosci® approach can be scaled up to align with the organisation's strategy as a unique enterprise-wide capability driving the performance of the business ahead of its competitors. The Prosci's Change Management methodology is based on almost two decades worth of research collected from over 6,000 participants in 56 countries. Taught via a family of role-based classroom and online training programmes Prosci's methodology is continuously improved and supplemented by a range of cloud-based tools which may suggest why the Prosci® structured approach to effective change management is practised by 80% of Fortune 100 companies.
Join one of our training programmes and you'll learn the appropriate Prosci® methodology and toolkit for for your role in managing change within a project. Discover more about the flagship three day Certified Practitioner programme by watching this short video. Learn more here CMC Prosci Practitioner training programme or read the FAQs that our prospective practitioners tend to ask.