Arya was frustrated. With a lot of effort and energy (not to mention thought leadership), the Digitalisation had been launched at Talia International.

A water management company that dealt with technology solutions for Public Utility organisations, Talia International, was looking at bringing its consultants into a more accessible project update system that would aid all onsite customer interaction.

It was 6 months from the time it had launched and there was insufficient results. Her last discussion with her CFO and then COO left her convinced that not everyone in her team was on-board. What was happening?

We have been here, haven’t we? What is the gap between what Arya expects and reality?

Let’s take a step back. When identifying a change, the organisation says, by modifying the way employees do their work, we can gain such-and-such benefit.

[One of Prosci’s – a global leader in the Change Management field – definitions of Change Management is, “Catalyzing individual transitions to deliver Organizational results.”]

The moment we have moved away from describing the end-state (“Digitalisation” in Arya’s case), and moved to considering the modification in employee’s way of work (“consultants to use cloud based data to deliver value to customers, instead of relying on their own knowledge”), we have an appreciation of what needs to change and who needs to change.

This now makes us think about the “why of the change” not just as an organisation (“deliver better value to our clients through enterprise knowledge vs just the consultant’s knowledge”), but also as an individual (“If I/you use this system, we can leverage organizational results better – leading to happier clients”).

So what is change management, Arya asks. We say, it is the first understanding that “the cumulative impact of Individuals changing, is organisational results” …….and then following that thought through to action!

Why should organizations consider change management?

Lets’s take 3 data-points from Prosci’s Best Practices Survey, 2018 for this:

  1. In today’s world of complex, fast-paced change, Prosci’s Best Practices research says 78% of respondents see their organizations as being saturated by change. The respondents also predicted more complex change, with a larger footprint, coming our way.
  2. Change Management is seen as a Key contributor to success (one of the 7 items that contribute to success of change)
  3. Three times more projects succeed when “Fair” Change Management is practiced (and 6 times more when “Excellent Change Management is practiced)

A bonus data point: The survey respondents stated that unto 50% of Sponsors may not fully understand the role they need to play during Change.

Each of the above point to a pressing need for organizations to consider the manner in which we are supporting an employee’s adoption of the change and ask if we can Manage the change better.

After all, Organizations don’t change. Individuals do.