Managing Change: How to Do It and Why It’s Important
A common question from clients when discussing organizational change management is: “What happens if we skip it all together?”
While it’s common to think change will simply happen and those involved will go along with it, that approach can lead to frustration and burnout.
When it comes to the concept of organizational change management, the key lies in three core tenants:
- Empathy for those going through the change
- Clear communication with all affected stakeholders
- Active involvement with your team members
Change is inevitable, but it’s easier to manage when you invite your team to participate in shaping their future by asking for their opinions, accepting and considering their feedback, and clearly explaining the purpose behind a change.
Intentionality and an Emphasis on Collaboration: How to Effectively Manage Change In Your Organization
In this blog, we’ll cover some key definitions, outline how change management ties into implementing software solutions, and discuss ways to engage your team to ensure change adoption. Let's start with some definitions.
What is Organizational Change Management?
Organizational Change Management (OCM) is a structured approach for transitioning users, teams, and organizations from one state to another. The goal of OCM is to get team members to understand, commit to, and accept the changes instead of forcing them. Being thoughtful about managing change creates opportunities for your team to be involved and buy-in while reducing feelings or coercion or something being imposed on them.
How Does Organizational Change Management Relate to Software Adoption?
Following OCM Principles is vital when implementing new software solutions in your organization. Your users are likely comfortable with the current software and some of them may have even helped develop the processes and given input on the user experience. Many may not want the change at all. It’s important to remember that this is completely normal, but it underscores the importance of a thoughtful approach to leading change to make things easier for all interested stakeholders.
The Mindset and Strategy in Managing Change
The first thing to do is outline how your change management will be structured. This includes getting buy-in from executives and establishing a person or people to lead the change.
Anyone in your organization can lead and manage change, but it takes a lot of work to do this successfully. Here are some key things to think about:
It’s More Than Just Deliverables
A common misconception about change management is that it’s all about ticking off tasks: delivering training, updating processes, and rolling out new tools. While these are critical components, true change management goes much deeper. It's not just about what you deliver, it’s about how you bring people along on the journey.
Simply delivering training materials won’t guarantee success. If employees don’t understand why the change is happening or what’s in it for them, the knowledge will fail to stick. This is backed by adult learning principles - when individuals don’t connect with the purpose behind a change, they’re less likely to engage or apply what they’ve learned.
Practice Strategic Empathy
At the core of effective change management is strategic empathy. It means you will take a proactive approach to understanding who will be impacted by the change when they need to be informed, and how to bring them on board.
You need to anticipate how people will react to the change and thoughtfully address those concerns. For instance, when implementing a new system, it’s crucial to consider the timing and delivery of communications and consider some key questions:
- Are you explaining the change in a way that resonates with different departments?
- Are you considering the emotional responses that may come with learning new systems or processes?
- Are you listening to feedback and adjusting your strategy to fit the needs of your team?
Strategic empathy is key to fostering a smooth transition. When we consider the human side of change—how people feel, what they need, and when they need it—we set the stage for more successful outcomes.
Know the Difference Between Managing and Leading Change
It’s important to clarify that while anyone can manage change, not every one should lead it. There’s a subtle but crucial distinction between managing change and leading it.
- Managing Change: This involves being empathetic and strategic while also being capable of translating strategy into actionable tactics. It’s about understanding the project and the people to right-size a strategy. It requires planning the steps, anticipating concerns, and helping others facilitate the transition for the team.
- Leading Change: On the other hand, leading change is about being the face and voice of the transformation. The leader is the person who motivates, inspires, and rallies the team toward the future state. Sponsoring change is typically associated with signing the check, and those decisions are essential. However, it’s also about casting a vision and sharing it with others. This requires a deep commitment to the vision and the ability to influence others.
In other words, while change managers handle the strategy and planning, leaders are the ones who share the message and inspire people to embrace the vision and move forward. Both roles are essential, but they require different skill sets.
For example, Prosci research shows people want to hear from executives for business messages and their direct leaders for personal messages. People do not want to hear from change managers. Not necessary to include but to be clear in the message – leaders need to be active and visible while change managers plan and support.
Establish a United Front
For organizational change to succeed, there must be alignment between the person managing the change and the leader driving it. Both the managers and leaders need to be strategic and empathetic. The change manager will help elicit messaging and plan how to effectively deliver the change and how and when to bring people along. The leader has to execute those plans and can be the face of the change activity.
When done well, this combination sets the stage for successful transitions, allowing organizations to evolve smoothly and thrive in the future.
People First: Always Consider the Human Side of Change
One of the most critical aspects of managing change goes beyond the typical metrics of productivity, efficiency, or adoption. While these are important indicators of success, the true heart of effective change management lies in not losing sight of the humans behind the processes.
People will always be the foundation of your business, whether it is the employees doing the work or the customers for whom the work is done. Their experience, input, and buy-in are essential. After all, if the people who keep your business running won’t change, your project won’t be successful.
To take a people-first approach to managing change, follow these strategies:
- Inclusive Communication: Engage all levels of the organization in dialogue about the change, encouraging feedback and addressing concerns promptly.
- Comprehensive Training: Provide adequate training and resources to equip employees with the skills necessary to thrive in the new environment.
- Leadership by Example: Ensure that leaders at all levels model the behaviors and attitudes expected in the new organizational state, reinforcing the desired culture.
- Continuous Support: Offer ongoing support mechanisms, such as coaching or mentoring, to assist employees in adapting to changes.
By embedding these strategies into the change management process, organizations can navigate transitions more effectively, ensuring that both operational objectives and the well-being of their people are maintained.
How Stoneridge Helps You Manage Change
When we work with clients on change, we often hear that they have a “secret sauce” that makes their business unique. This could be a highly efficient process, a standout product, or a particular way of doing business that has been proven successful. The truth of this is that a secret sauce is usually a multitude of things and is rooted in the people who bring it to life.
Stoneridge wants to help you preserve those unique elements or even push them further. We believe our success is deeply intertwined with our clients’ ongoing success. That’s why we help you manage this process from the moment you identify what change you want in your organization to providing proactive support after the change is complete.
Video Playlist - Navigating Change: Strategies and Tips for Your Business
Visit our YouTube channel to find more resources about organizational change management plus tons of great information on Microsoft solutions like Dynamics 365, Power Platform, Copilot, and Microsoft 365.
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