Change is Continuous. Adapting Shouldn’t Hurt.
When you hear that CHANGE is coming at work, how do you react? Are you frustrated by how the last changes were implemented? Are you fearful because the last time someone said change they really meant reductions in staff? Or are you excited, because you know that when your company mentions change, it leads to new career-building opportunities, new technologies or lines of business, positive growth?
In today’s workplace, change is inevitable. Organizations must transform their culture to accept this inevitability, proactively prepare for growth, and leverage the value that change brings.
Many organizations have examined how change – planned and unexpected – has impacted their culture, their staff, and their productivity. As a result, Organizational Change Management (OCM) has become an important component of all corporate endeavors. No matter the size or complexity of the project, OCM is now embedded into the timeline.
What is OCM? Simply put, OCM is considering the change that the organization will and should experience as a result of the introduction of the new product, system, or process. In the past, projects did not necessarily consider the impact on the firm, its staff, or its customers. In the past, it was a little bit like building a factory in the middle of a neighborhood – the factory may be up and running very efficiently and on schedule, but the neighbors certainly aren’t happy about it. The factory owners didn’t consider the location (the middle of a suburban community), the side effects (pollution, noise, and refuse), and the traffic (the neighborhood is now a heavily traveled area, due to the commuting of factory employees). Sure, the factory offers more jobs, and it’s convenient to the community dwellers that work there. Overall, however? People are definitely not happy. They weren’t included in the planning. They don’t like the outcome.
OCM focuses on the changes needed to adapt to the new system, product, or workflow. During project planning, a Change Management approach is developed. We figure out who should be included in the project, to help plan for and execute activities around the upcoming changes. Together, we develop a Change Management Plan, which may capture data on stakeholders, variables, and impacts at a single point in time. Plans become actionable during project execution, and that point-in-time view changes as the project advances along its timeline. For OCM to be effective, the project team periodically re-evaluates the current state and adjusts course, which results in the OCM team members refining their communication and outreach strategies.
Using CVP’s ADAPT C3 (Align, Define, Adopt, Pulse, and Transform – Continuous Change Culture) methodology, the project team takes the pulse of the current state at several points over the project lifecycle. As data is collected, the team evaluates it to determine how the client organization, its staff, and its stakeholders have been affected. Based on these metrics, we adjust the Change Management Plan to ensure a successful project outcome.
We apply ADAPT C3 principles on projects to accomplish several things:
- Assist the organization in evaluating its readiness for change
- Discover its maturity level
- Identify blockers to success and mitigate the risks
- Create an Organizational Change Roadmap with multiple Agile sprints
- Assess progress and impact at the end of each sprint
- Empower the project team to adjust the plans
What’s the result? CVP helps your organization not just adapt to change but embrace it. We provide the roadmap, the tools, and the support to assure that whatever change – and however big or small – your people thrive. Our goal is your success. We want you to become skilled at growing in a continuous change environment.