Don’t forget about the People!
When it comes to change management, everyone always talks about the technical aspects of a change and how to make sure that change is implemented in the organization so that it does not break things. However, the people side of change management tends to get discarded often.
I am here to tell you that the success of change management in your organization will be more dependent on how individuals embrace the change versus how pretty your Visio workflow process diagrams look or all the back-out plans and implementation plans you have cooked up and documented.
Getting people on board and involved in change will make the difference on having a successful change management process. Besides, the technical aspects of a change, in order to effectively manage change will require two perspectives: that of the individual and the organizational perspective. In Part 1 of this blog, we will first look at the individual perspective and some basic elements needed to ensure a successful change.
The Individual Perspective of Change
We need to understand how people experience change. Most folks do not like change. It is often abruptly forced upon one, or so it seems, without prior communication or awareness and /or preparation. How can a change be successful, if this is the case?
I have found that successful changes had individuals involved that shares the following qualities:
Individuals had the awareness of the upcoming change. The need for the change was clearly communicated and the individual knew why the change was needed. Knowing about the change helped them adopt the change and prepare for it. As they say, knowledge is power and creating this knowledge is crucial as it leads to my next point; participation and adoption.
Individuals took participation in the change. The individual participated in the change; they had a “voice”. Getting an individual to participate and champion the change motivates them to support the change. It provides an understanding of how they need to change in order to support the change itself.
Individuals developed and implemented new or required skills in preparation for the change. The individuals were provided with a learning path if new skills were needs and so that they had the proper resources to handle the change. They were prepared and reinforced the sustainability of the change.
Stay tuned for Part 2 of Change Management: It's Not All About Technology
About the Author
Cristy Castano is an IT Service Management Consultant with Flycast Partners, Inc. With over 25 years of working in the IT Service Management industry, Cristy has extensive knowledge of IT Service Management principles, including ITIL and other process improvement techniques. If you think your organization can benefit from adopting ITSM / ITIL best practices, or If you'd like more help with implementing ITIL in your organization, then contact Flycast Partners and get a helping hand.