Nowadays, change is part of every organizations’ DNA. Change can happen in many aspects of an organization: at a cultural level, technological or management level. Despite this, according to many studies, it seems that every business around the world is struggling with the concept of transformation.
Technology change or technological transformation?
When it comes to change the technology in a company, like in the case of a migration to Microsoft Office 365 from another software, something more than just changing the software or applications should happen. Indeed, instead of just an ordinary change, a complete technological transformation that involves the whole company should take place. But what differentiates a transformation from an ordinary change?
According to the Harvard Business Review:
“a transformation is a whole portfolio of change initiatives that together form an integrated program. And so, a transformation is a system of systems, all made up of the most complex system of all — people. “
If leaders and managers decided to change the technology in your organization, the simple introduction of the new systems and tools is not enough to install a corporate transformation of the way employees work with the new tools. As the quote recites, a transformation involves people, even when we deal with technology and so involving people in the process is an essential task for a better user adoption result.
Only with the right “integrated program”, the right change management strategy will be possible to reach the real technological transformation. A real transformation involves the whole company at every level and entails a strategy aimed at reaching the adoption of the new technology by all users in their daily working routine.
Leaders have a great responsibility in promoting and communicative the “change mentality”, being the first to throw away the old way of working and embracing the new tools and methods. Extremely important to instill a transformation, appears to be communicating to your employees the WHY, the reason and the purpose behind this change. Indeed, knowing the purpose is the guardrail for actions, what will prevent people to resist change.
As CEO Shoei Yamana of Konica Minolta said:
“My belief is that people don’t work for numbers…they need to share the same belief that they are creating value in some way.”
If you can’t articulate a clear purpose behind the changes being made, it’s unlikely that your employees will be able to implement them. So, starting the implementation and adoption of a new technology in your organization with a good WHY, it’s a good kick off. Yet, what are the other steps in the user adoption and change management strategy?
The strategy to instill transformation
Silverside developed the PACE methodology, a complete and successful strategy that will guide you through all the stages necessary to reach the desired adoption rate of the new tools and ensure you an adequate return on investment.
The PACE methodology is made of four phases: Plan, Acquire, Change, Enhance. Managing the organizational changes in the method of working and in technologies is just easier for managers, consultants and end users. Firstly, be aware of the organizational culture of your company and plan a complete and predictive change management strategy in all the aspects. Secondly, acquire the new collaborative business vision and the technologies necessary to implement the strategy. A user adoption strategy is fundamental at this stage to instill change at every level in the organization. Lastly, optimize the value gained by adjusting the strategy, address key challenges and align with the required business outcomes.
Explore our methodology by participating in our PACE workshop experience! In our PACE Experience workshops, we summarize the possible culture types of an organization, provide possible adoption strategies and teach you ‘tricks’ to make change easier. Learn more about the next PACE Experience workshop on 17th October 2018!