Why Change Management

Change is happening in your organization. Every day, new initiatives and projects are launched. There is a common denominator for achieving the intended outcomes of your initiative: people. Change Management is the approach driving adoption and usage so that initiatives deliver expected results and outcomes. Here is why you need Change Management.

Change is happening in your organization

Every day, new initiatives and projects are launched to improve performance, increase profits, and enhance your competitive advantage. You could be implementing technology to enable a more mobile workforce, reengineering a process to ensure regulatory compliance or pursuing an enterprise-wide transformation around customer experience.

There is a common denominator for achieving the intended outcomes of your initiative: people. Your initiatives impact how individual people do their work: their processes, job roles, workflows, reporting structures, behaviors, mindset and even their identity within the organization.

Change Management is the approach driving adoption and usage so initiatives deliver expected results and outcomes. Here is why you need Change Management:

  • THRIVE IN AN EVER-CHANGING AND AGILE WORLD:
    Gone are the days of one large change every 36 months. Organizations are facing faster, more complex, more interdependent and more cross-functional change than ever before. Being able to deliver results on multiple changes allows an organization to achieve its strategic vision and thrive in today’s changing landscape. Applying Change Management enables organizations to deliver results on each change more effectively and build competencies that increase the organization’s capacity to tackle more changes at one time.
  • CLOSE THE GAP BETWEEN REQUIREMENTS AND RESULTS:
    All too often, organizational changes meet requirements without delivering expected results. They deliver the necessary outputs without delivering on expected outcomes. The focus of the change effort is on the solution rather than on the benefits of the solution. The gap that exists between requirements and results, between outputs and outcomes, between solutions and benefits is the people who bring the change to life in their day-to-day work. Change Management enables the closing of this gap by effectively supporting and equipping those people impacted by a change to be successful in bringing it to life in how they work.
  • DELIVER THE PEOPLE-DEPENDENT PORTION OF PROJECT RETURN ON INVESTMENT (ROI):
    Changes in organizations are undertaken to improve performance. Some of that improvement comes from just installing the solution. However, much of the benefit and expected improvement is tied to people changing how they do their jobs. For important projects, that number is commonly in the 80% to 100% range. Change Management focuses on helping people change how they do their jobs, allowing us to capture the adoption contribution and the people-dependent portion of project ROI.
  • INCREASE LIKELIHOOD OF PROJECT SUCCESS:
    The data is abundantly clear. The better we apply Change Management, the more likely we are to deliver on project objectives. Prosci’s correlation data from over 2,000 data points and eighteen years shows that initiatives with excellent Change Management are six times more likely to meet objectives than those with poor Change Management. By simply moving from “poor” to “fair,” Change Management increases the likelihood of meeting objectives by three-fold. McKinsey data also shows that the ROI captured from excellent Change Management is significantly more than with poor Change Management. Change Management, when applied effectively on a project, significantly increases the success rate of the effort.

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