What’s going wrong with change management?
It’s disconcerting to consider that research from the likes of McKinsey & Company, Gartner and others shows that up to 70% of all change initiatives fail. And according to Boston Consulting Group, only 30% of companies navigate digital transformation successfully. Why?
It isn’t the lack of resources or budget that typically result in change initiative failures; rather, it’s human behaviour. Behaviour that does not support the intended transformation – i.e. resistance, scepticism and lack of buy-in from employees and managers – is often the deciding factor.
Taking a people-centric approach to change
Our whitepaper outlines four essential steps, all of which focus on the end-users: your people.
Outline the need for change
Identify and illustrate the reasons for investing in new technology – the ‘what’s in it for me’ (WIIFM) factor – to three key stakeholders: executives, managers, and employees.
Prepare and plan for change
Outline the impact of implementing the new system at a granular level. During this step, change roles are assigned and clarified, and support requirements are established.
Implement the change
Create a detailed action plan, including timelines for completion and who’s leading the implementation.
Sustain the change
Ensure processes and systems introduced by the new technology will be sustained. This might include ongoing systems training, changes to processes and procedures, and updating of manuals and support documentation.
Our whitepaper also covers:
- The critical role of communication in any change initiative
- Putting theory into practice using one example of a change management model (of the many available): The ADKAR model
- Tips on bringing deskless workers along a digital change journey
To find out more, complete the form to download the whitepaper.
 “Flipping the odds of digital transformation success”, Boston Consulting Group, October 2020