Change management is a Spain WhatsApp Number List approach making it possible to implement changes in an organization and ensure the lasting benefits of this transformation. With the big ERP projects in the 1990s and the digital explosion since 2010, IT projects have brought about profound changes in the way we organize and work. Due to the fact that organizational changes have been largely linked to IT, the notion of change management has today become a bit overused and has often become one site among others within an IT project while it is potentially much more than that. Normally, when we talk about change management, we are talking about a profound transformation of the company and we are acting on: the culture of the
company and its values; work processes and methods; the tools ; human resources (skills, the way in which professions are evolving, the training catalog, etc.). The objective of change management is to prepare for these changes and their impact on people (the individual) and on the social body (the collective). It focuses on the process of transforming an existing situation into a new one. Why should we make it a change management policy? Change is disruption before it is progress. Efficiency arises from industrialization, the search for stability and control in the way we work by repeating actions that we know by heart.
What Is Change Management
When we introduce change, we introduce a disturbance, hence the famous valley of death or despair that we encounter in the conduct of projects (see here and there my article on this subject). And one of the challenges of managing change is to make this period of uncertainty as painless as possible and as short as possible. Faced with change, we are not all equal, there are promoters, people who want to promote the change you are proposing. There are also people who will be more wait-and-see and resistant to change. You have to know how to manage them. To this end, the other stake in the management of change is to
encourage promoters, shift the wait-and-see attitude and limit the refractory. Change often starts from a rational basis (it’s good for the organization!). But there are also political aspects (is it good for me and my career?) And emotional aspects (what attracts or scares me about this change?) To deal with. We work on all these aspects when we work on change management. The usual activities of change management We have formalized the classic activities related to change management around 5 types of projects summarized in the image below: Any change management starts in the first place with stakeholder management .
Why Should We Make It A Change Management
From the start of transformation projects, it is necessary to deal with the positioning of actors in the face of change, to know from the outset whether they are well informed, whether they understand the change, whether they have the necessary skills. You have to know if the sponsors are actually sponsoring the change as it should (see my article on the importance of the sponsor in transformation projects). This can be done through surveys, tools such as the map of partners and must be done throughout the project. Likewise, impact management should be done from the start and throughout the project.
You must identify all the impacts of the change (s) you are proposing on the populations concerned and adapt your system accordingly. The training and awareness will ensure individuals acquire knowledge / skills to perform their work optimally under the new conditions. This is possible in particular by defining and managing a training plan for all the people affected by the change. We often go through a mix of different approaches (face-to-face training, e-learning in the form of MOOC or SPOC, online help for IT tools, etc.). We must never forget that pedagogy is the art of repetition! The communication component is essential