Change is the new normal

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“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” Charles Darwin

Change has always been in our DNA. Yet, now that we are living in the 21st century, change has become the new normal, also in the business world as stated by the Harvard Business Review. Hence, transformation in the technologies, business practices and strategies are just mandatory for organizations in every sector to keep the economy’s pace. But transformations are highly risky, above all when it comes to new technologies and management strategies.

 

Change management risks

 

Leaders are confronted with an increasing rate of change and complexity and need to find ways to deal with it.  Change is needed, but how do organizations deal with it? Here I listed the 7 most common (predictable and avoidable) pitfalls organizations do when dealing with change management.

  • No winning strategy

Without a structured and solid change management strategy, reaching your organization’s goals will never be possible. Planning, implementing and monitoring the outcomes of the changes is fundamental to obtain the wanted results.

  • Thinking about change as a “one-night stand”

Big changes often are announced with big events, assuming that from the day after everything will be different. But this will not happen. The initial energy fades, changes are never implemented and results aren’t realized.

  • Not informing the employees

They can feel left out and not part of the change. It is important instead to involve everyone in the organization in the change process, if you want the change to become real. Moreover, change management communication need to be targeted to each segment of the workforce, so to allow people to make sense of the change.

  • Not dealing with resistance to change

Expecting that there will be some resistance to change and being prepared to proactively manage it is a necessary step. Knowing how to overcome resistance and reluctance in the adoption of what has changed is a vital part of any change management plan. People change, not organizations and user adoption strategies are needed.

  • Ignoring current corporate culture

Change in organizations is challenging and it can only occur when the change strategy is suitable and in line with the organizational culture. That is why, firstly, a deep understanding of your company’s culture is essential to implement the right strategy.

  • Lack of skills and resources

Business changes deserve for the right skills and resources. Organizations often fail to commit the necessary time, people and resources to make change work. So, if you know you do not have the skills, knowledge, expertise or human resources to implement a successful change management strategy, hiring external experts could help you to save time, money and ensuring a positive outcome.

  • Don’t measure the progress

Measuring progress, success or issues caused by the change is fundamental to track and plan the future decisions for a successful change, adjusting the strategy.

 

PACE workshop

 

Pitfall, issues and poor change management can be avoided. If you want to implement the right change management strategy passing from an email culture to a more collaborative culture, increasing productivity and efficiency with the Office 365 apps and tools, register for our PACE workshop!

With the PACE workshop we can teach you the main points of our PACE methodology: the possible culture types of an organization, the adoption strategies and the ‘tricks’ to make change easier. We offer you the knowledge, guidance, expertise and support of our consultants. Everything you need to install the change in your organization and efficiently use Office 365 apps, enhancing the productivity of managers and employees in their daily work.

 

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Resistance to Change

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Silverside Collaboration framework

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Template Communication Plan

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Template Adoption Plan
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